The Utilization of Political Skill as Leverage in Sport Management Research

A major advancement in the political skill program of research was the development of a systematically developed and validated scale to measure political skill (i.e., referred to as the Political Skill Inventory), which reflected its four underlying dimensions of social astuteness, interpersonal influence, networking ability, and apparent sincerity. Also contributing to this expanded program of research was the publication of a comprehensive theoretical statement explaining the process dynamics and operation of the construct (Ferris et al., 2007), and also an applied book on political skill (Ferris, Davidson, & Perrewé, 2005), which discussed the implications for practice of this construct, and how political skill could be trained and developed. This work also provided a specific definition of political skill as “The ability to effectively understand others at work and to use such knowledge to influence others to act in ways that enhance one’s personal and/or organizational objectives” (Ferris et al., 2005, p. 127). This paper examines the utility of using the political skill construct in sport research

The Role of Political Skill in the Stressor–Outcome Relationship: Differential Predictions for Self- and Other-Reports of Political Skill

The beneficial role of political skill in stress reactions and performance evaluations has been demonstrated in a substantial amount of empirical research. Most of the research, however, has focused on self-perceptions of political skill. This study examines the differential moderating effects of self- vs. other-rated political skill in the conflict – emotional burnout and performance relationships, using two samples including non-academic staff employees of a large university (N = 839) and a variety of office and retail employees from an automotive organization (N = 142). We argue that self-reported political skill moderates the relationship between conflict and a self-reported strain-related outcome that is important to the individual (i.e., emotional burnout), but that supervisor-rated political skill does not moderate this relationship. Further, we argue that supervisor-rated political skill moderates the relationship between conflict and an outcome important to the supervisor and the organization (i.e., job performance), but that self-reported political skill does not moderate this relationship. Findings partially support our hypotheses as both self and supervisor-rated political skill neutralized the negative effects of conflict on burnout, but only supervisor-rated political skill neutralized the negative effects of conflict on performance. Limitations and directions for future research are discussed

Informal Leadership Status and Individual Performance: The Roles of Political Skill and Political Will

Informal leadership has been a topic of growing interest in recent years, with the recognition that much remains to be known about this phenomenon. In the present study, an integrative social-political conceptualization of informal leadership is proposed and tested. The research question was tested through individual self-report survey questions, a network-based consensus informal leadership measure whereby each employee identified informal leaders in their network, and individual performance provided by the organization. Specifically, the mediated moderation test demonstrated that employees high in political will, as operationalized by power motivation, were more likely to be collectively recognized as informal leaders than those low in political will, and the performance of these informal leaders was found to be contingent on their political skill. By capturing informal leadership using a consensus measure, the results of this study provide a first look at informal leadership in an organizational setting, not team or group. Furthermore, the current research offers a social networkpolitical conceptualization of informal leadership in organizations that contributes to theory, research, and practice

The Moderating Effect of Employee Political Skill on the Link between Perceptions of a Victimizing Work Environment and Job Performance

Research has generally revealed only a weak link, if any at all, between victimization- related experiences and job performance. Drawing on the commonly used conservation of resources perspective, we argue that such inconsistent evidence in the organizational literature stems from an over-focus on personal resources at the expense of considering the role of social resources. Victimization is an interpersonal phenomenon with social ramifications. Its effects may be better captured when measured from the standpoint of the social environment, and analyzed relative to an employee’s capacity to effectively regulate those social resources. With the latter capacity being encapsulated by the construct of political skill, we conducted two studies to explore the moderating influence of employee political skill on the relationship between employee perceptions of a victimizing work environment and employee task performance. In Study 1, employees with low political skill exhibited reduced task performance when perceiving a victimizing environment, and this link was found to be mediated by tension in Study 2. Those with high political skill exhibit no change in performance across victimization perceptions in Study 2, yet an increase in performance in Study 1. We discuss our findings relative to the victimization and political skill literatures

Public value and political astuteness in the work of public managers: the art of the possible

The public value framework, with its call for more entrepreneurial activities by public managers, has attracted concern and criticism about its implicit breaching of the politics/administration dichotomy. This paper explores the role of political astuteness not only in discerning and creating public value, but also in enabling public managers to be sensitive to the dichotomy. We employ a conceptual framework to identify the skills of political astuteness, and then articulate these in relation to identifying and generating public value. Drawing on a survey of 1012 public managers in Australia, New Zealand and the UK, and depth interviews with 42 of them, we examine the perceptions and capabilities of public managers in producing value for the public while traversing the line (or zone) between politics and administration. We conclude that political astuteness is essential to both creating value and maintaining allegiance to democratic principles

Life values as predictors of pain, disability and sick leave among Swedish registered nurses: a longitudinal study

<p>Abstract</p> <p>Background</p> <p>Prospective studies on high-risk populations, such as subgroups of health care staff, are limited, especially prospective studies among staff not on sick-leave. This paper is a report of a longitudinal study conducted to describe and compare the importance and consistency of life domains among registered nurses (RNs) working in a Swedish hospital and evaluate a model based on the consistency of valued life domains for prediction of pain, disability and sick leave.</p> <p>Method</p> <p>Importance and consistency ratings of life values, in 9 domains, were collected during 2003 and 2006 from 196 RNs using the Valued Living Questionnaire (VLQ). Logistic regression analyses were used for prediction of pain, disability and sick leave at the three-year follow-up. The predictors family relations, marriage couples/intimate relations, parenting, friends/social life, work, education, leisure time, psychological well-being, and physical self-care were used at baseline.</p> <p>Results</p> <p>RNs rated life values regarding parenting as most important and with the highest consistency both at baseline and at follow-up. No significant differences were found between RNs' ratings of importance and consistency over the three-year period, except for friends/social relations that revealed a significant decrease in importance at follow-up. The explanatory models for pain, disability and sick leave significantly predicted pain and disability at follow-up. The odds of having pain were significantly increased by one consistency rating (psychological well-being), while the odds were significantly decreased by physical self-care. In the model predicting disability, consistency in psychological well-being and education significantly increased the odds of being disabled, while consistency in physical self-care significantly decreased the odds.</p> <p>Conclusion</p> <p>The results suggest that there might be a link between intra-individual factors reflecting different aspects of appraised life values and musculoskeletal pain (MSP).</p

Ethical preferences for influencing superiors: A 41-society study

With a 41-society sample of 9990 managers and professionals, we used hierarchical linear modeling to investigate the impact of both macro-level and micro-level predictors on subordinate influence ethics. While we found that both macro-level and micro-level predictors contributed to the model definition, we also found global agreement for a subordinate influence ethics hierarchy. Thus our findings provide evidence that developing a global model of subordinate ethics is possible, and should be based upon multiple criteria and multilevel variables

An Empirical Examination of Individual Traits as Antecedents to Computer Anxiety and Computer Self-Efficacy

To better understand how individual differences influence the use of information technology (IT), this study models and tests relationships among dynamic, IT-specific individual differences (i.e., computer self-efficacy and computer anxiety), stable, situation-specific traits (i.e., personal innovativeness in IT) and stable, broad traits (i.e., trait anxiety and negative affectivity). When compared to broad traits, the model suggests that situation-specific traits exert a more pervasive influence on IT situation-specific individual differences. Further, the model suggests that computer anxiety mediates the influence of situation-specific traits (i.e., personal innovativeness) on computer self-efficacy. Results provide support for many of the hypothesized relationships. From a theoretical perspective, the findings help to further our understanding of the nomological network among individual differences that lead to computer self-efficacy. From a practical perspective, the findings may help IT managers design training programs that more effectively increase the computer self-efficacy of users with different dispositional characteristics