TY - JOUR
T1 - A multi-source, multi-study investigation of job performance prediction by political skill
AU - Blickle, G.
AU - Ferris, G.R.
AU - Munyon, T.P.
AU - Momm, T.
AU - Zettler, Ingo
AU - Schneider, P.B.
AU - Buckley, M.R.
PY - 2011/7/1
Y1 - 2011/7/1
N2 - Political skill is a social effectiveness construct with a demonstrated capacity to predict job performance. However, because performance prediction research in this area to date has made exclusive use of self-reports of political skill, and due to frequent distrust of self-ratings of constructs in important personnel decisions, there is a need to investigate how multiple alternative sources of political skill and job performance measures relate, thus raising both theoretical and methodological issues. In three studies, employing a triadic data collection methodology, and utilising both cross-sectional and longitudinal designs, this research tested the hypotheses that employee political skill, measured from the perspective of employees' assessor A, will positively predict job performance rated by assessor B (i.e. Hypothesis 1a), and vice versa, that employee political skill measured by assessor B will predict job performance ratings measured by assessor A (i.e. Hypothesis 1b).
AB - Political skill is a social effectiveness construct with a demonstrated capacity to predict job performance. However, because performance prediction research in this area to date has made exclusive use of self-reports of political skill, and due to frequent distrust of self-ratings of constructs in important personnel decisions, there is a need to investigate how multiple alternative sources of political skill and job performance measures relate, thus raising both theoretical and methodological issues. In three studies, employing a triadic data collection methodology, and utilising both cross-sectional and longitudinal designs, this research tested the hypotheses that employee political skill, measured from the perspective of employees' assessor A, will positively predict job performance rated by assessor B (i.e. Hypothesis 1a), and vice versa, that employee political skill measured by assessor B will predict job performance ratings measured by assessor A (i.e. Hypothesis 1b).
UR - http://www.scopus.com/inward/record.url?scp=79956118102&partnerID=8YFLogxK
U2 - 10.1111/j.1464-0597.2011.00443.x
DO - 10.1111/j.1464-0597.2011.00443.x
M3 - Journal article
AN - SCOPUS:79956118102
SN - 0269-994X
VL - 60
SP - 449
EP - 474
JO - Applied Psychology
JF - Applied Psychology
IS - 3
ER -