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

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

A review of abusive behaviors at work: The development of a process model for studying abuse

We develop an overarching conceptual model of abuse based on the literature and discuss common antecedents and consequences of workplace abuse. We examine numerous conceptualizations of workplace abuse from the perpetrators’ as well as the victims’ perspectives. Further, we delve into the literature to provide moderating factors affecting workplace abuse relationships as well as mediating processes that help to explain why abuse occurs and its outcomes in the workplace.aggression attributionsjob performancewell-beingworkplace abuseworkplace attitude

The Role Of Identity In Extra-Role Behaviors: Development Of A Conceptual Model

Purpose – The purpose of this paper is to develop a conceptual model that discerns when and how extra role behaviors result in positive versus negative outcomes for individuals and organizations. The focus is on how employees\u27 citizenship identities shape extra-role behaviors which include both organizational citizenship behaviors (OCBs) and contextual performance behaviors (CPBs). Design/methodology/approach – The paper uses role identity theory as the theoretical lens to develop the model of extra-role behaviors, distinguishing between OCBs and CPBs. Findings – While extra-role behaviors are generally associated with positive organizational functioning, these behaviors also have been linked to negative individual outcomes, such as work-family conflict, role overload, and reduced task performance. Based on previous research and theory, a conceptual model is developed that explains when extra-role behaviors will occur, when and why these behaviors will be internalized as an identity, and how identities affect whether employees engage in OCBs or CPBs. Further, the paper examines the influence of these extra-role behaviors on long term positive and negative outcomes. Research limitations/implications – The main research implication of this paper is the use of role identity theory to further understanding of the nature of extra-role behaviors. Originality/value – The paper aims to offer a comprehensive theoretically based model to explain OCBs and incorporates research conducted to date to develop the model. © 2011, Emerald Group Publishing Limited

The role of identity in extra‐role behaviors: development of a conceptual model

Purpose – The purpose of this paper is to develop a conceptual model that discerns when and how extra role behaviors result in positive versus negative outcomes for individuals and organizations. The focus is on how employees\u27 citizenship identities shape extra-role behaviors which include both organizational citizenship behaviors (OCBs) and contextual performance behaviors (CPBs). Design/methodology/approach – The paper uses role identity theory as the theoretical lens to develop the model of extra-role behaviors, distinguishing between OCBs and CPBs. Findings – While extra-role behaviors are generally associated with positive organizational functioning, these behaviors also have been linked to negative individual outcomes, such as work-family conflict, role overload, and reduced task performance. Based on previous research and theory, a conceptual model is developed that explains when extra-role behaviors will occur, when and why these behaviors will be internalized as an identity, and how identities affect whether employees engage in OCBs or CPBs. Further, the paper examines the influence of these extra-role behaviors on long term positive and negative outcomes. Research limitations/implications – The main research implication of this paper is the use of role identity theory to further understanding of the nature of extra-role behaviors. Originality/value – The paper aims to offer a comprehensive theoretically based model to explain OCBs and incorporates research conducted to date to develop the model. © 2011, Emerald Group Publishing Limited