Are You Actually Helping or Just Looking Out for Yourself?: Examining the Individual and Interactive Effects of Relationship Quality and Political Skill on Supervisor Motive Attributions

Scholars have argued for the importance of motive attributions in supervisors’ reactions and subsequent decisions about their subordinates’ organizational citizenship behaviors (OCBs). However, research examining models of attributions of OCBs have not considered the role of individual skill and relationship quality. The purpose of this two-experiment study is to examine the impact of subordinate political skill and leader–member exchange (LMX) on the attributions supervisors make of their subordinates’ OCBs and how these attributions affect subordinate performance ratings. Results from experiment 1 (n = 195) indicate that subordinates who are highly politically skilled and in high-quality relationships receive more favorable, other-serving attributions, which are related to higher evaluations of performance. Additionally, results from experiment 2 (n = 175) indicate that political skill may be a more potent contributor to motive attributions than LMX

Political Skill Dimensionality And Impression Management Choice And Effective Use

Purpose The purpose of this study was to test a moderated mediation model of the dimensionality of political skill on influence tactic choice and performance ratings. Design/Mythology/Approach Dyadic data were analyzed using a mixed-method approach to account for any leaderlevel effects, as well as bootstrapping methods to account for the modest sample size (n = 116). Findings Social astuteness best predicted positive impression management (IM) over negative IM. Apparent sincerity interacted with positive impression management tactics to predict higher performance ratings, whereas interpersonal influence did not. Implications The findings support that socially astute individuals use more positive influence tactics in the workplace. This could impact the broader work environment, making it more pleasant than one with individuals using negative influence tactics. Thus, it might be the interest of organizations to train individuals to enhance their social astuteness. However, confirming prior research, performance evaluations made by managers are impacted by more than objective performance (e.g., political skill). Thus, organizations need to ensure the proper training of managers to lessen these types of biases. Originality/Value This research empirically validates components of the metatheoretical framework of political skill (Ferris et al. Journal of Management 33:290–320, 2007) by examining the impact that dimensions of political skill have on interpersonal processes and outcomes in the workplace

Political Skill Dimensionality And Impression Management Choice And Effective Use

Purpose The purpose of this study was to test a moderated mediation model of the dimensionality of political skill on influence tactic choice and performance ratings. Design/Mythology/Approach Dyadic data were analyzed using a mixed-method approach to account for any leaderlevel effects, as well as bootstrapping methods to account for the modest sample size (n = 116). Findings Social astuteness best predicted positive impression management (IM) over negative IM. Apparent sincerity interacted with positive impression management tactics to predict higher performance ratings, whereas interpersonal influence did not. Implications The findings support that socially astute individuals use more positive influence tactics in the workplace. This could impact the broader work environment, making it more pleasant than one with individuals using negative influence tactics. Thus, it might be the interest of organizations to train individuals to enhance their social astuteness. However, confirming prior research, performance evaluations made by managers are impacted by more than objective performance (e.g., political skill). Thus, organizations need to ensure the proper training of managers to lessen these types of biases. Originality/Value This research empirically validates components of the metatheoretical framework of political skill (Ferris et al. Journal of Management 33:290–320, 2007) by examining the impact that dimensions of political skill have on interpersonal processes and outcomes in the workplace

You are what emojis say about your pictures: Language - independent gender inference attack on Facebook

International audienceThe picture owner's gender has a strong influence on individuals' emotional reactions to the picture. In this study, we investigate gender inference attacks on their owners from pictures meta-data composed of: (i) alt-texts generated by Facebook to describe the content of pictures, and (ii) Emojis/Emoticons posted by friends, friends of friends or regular users as a reaction to the picture. Specifically, we study the correlation of picture owner gender with alt-text, and Emojis/Emoticons used by commenters when reacting to these pictures. We leverage this image sharing and reaction mode of Facebook users to derive an efficient and accurate technique for user gender inference. We show that such a privacy attack often succeeds even when other information than pictures published by their owners is either hidden or unavailable

When person-organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility

Purpose - The present study examined the relationships between P-O fit, job satisfaction, perceived job mobility, and intent to turnover. It was hypothesized that job satisfaction mediated the P-O fit-intent to turnover relationship and that perceived job mobility moderated the job satisfaction-intent to turnover relationship such that the combined effect of high job dissatisfaction and high perceived job mobility predicted intent to turnover. Design/methodology/approach - Data were obtained utilizing a field survey from a sample of 205 full-time employed adults working in two geographic regions in the USA. Participants completed an HTML-based web survey that contained measures of the constructs of interest to this study. Findings - Mediated and moderated regression analyses revealed statistical support for the hypothesized relationships, which were interpreted as evidence that P-O misfit and job dissatisfaction do not necessarily lead to intent to turnover. Research limitations/implications - The potential for common method variability was present in the study, the impact of which could either attenuate or inflate estimated statistical relationships. Practical implications - While P-O fit researchers typically associate misfit with decreased job satisfaction and increased turnover, the present research suggests that intervening variables, such as job mobility, influence employee intentions to turnover. Originality/value - The phenomenon of misfit is understudied in larger context of P-O fit; thus this research represents one of the first studies in this area of research