Article2013

Performance and political skill in personal reputation assessments

Mary Dana Laird · James J. Zboja · Arthur D. Martinez · Gerald R. Ferris

38 citations0/0 files storedJournal of Managerial Psychology

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Job Satisfaction and Organizational Behavior Leadership and Management in Organizations Higher Education and Employability

Abstract

Purpose Reputation has many positive outcomes, but little is known about how individuals manage their personal reputation at work. This study aims to investigate the relationships between job performance and political skill on personal reputation. Design/methodology/approach Ninety‐eight triads from a Midwestern manufacturer provided data. Employees rated their political skill, supervisors rated the employees' job performance, and coworkers rated the employees' personal reputation. The white‐collar respondents were mostly Caucasian, female, middle aged, and moderately tenured in their position. The data were analyzed with regression analysis. Findings The results illustrated positive political skill‐personal reputation and job performance ‐personal reputation relationships. Job performance was positively associated with personal reputation for politically skilled employees, but not for individuals low in political skill. Research limitations/implications Job performance was evaluated by employees' supervisors, but less subjective, quantitative measures of job performance would be helpful. Practical implications Political skill training and/or mentoring relationships may help individuals manage their personal reputation at work. Social implications This study focused on personal reputation in a work environment. However, the results also may be useful to individuals in a variety of organizations (e.g. schools, clubs, churches). Originality/value This is one of the first studies to investigate how individuals manage their personal reputation in a work setting. Unlike previous research that used self‐evaluations of personal reputation, this study uses peer evaluations, which is more appropriate for the construct.

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References

1981Evaluating Structural Equation Models with Unobservable Variables and Measurement Error 1995An Integrative Model Of Organizational Trust 2005Brokerage and Closure 2005Brokerage and Closure: An Introduction to Social Capital 1997ALTERNATIVE APPROACHES TO THE EMPLOYEE-ORGANIZATION RELATIONSHIP: DOES INVESTMENT IN EMPLOYEES PAY OFF?2005Development and Validation of the Political Skill Inventory 1974Market Signaling: Informational Transfer in Hiring and Related Screening Processes 2004Removing the Shadow of Suspicion: The Effects of Apology Versus Denial for Repairing Competence- Versus Integrity-Based Trust Violations.

Cited by

2014The role of reputation in the organizational sciences: A multilevel review, construct assessment, and research directions 2021How important are political skills for career success? A systematic review and meta-analysis 2023How negative workplace gossip undermines employees’ career growth: from a reputational perspective 2016Political Skill, Behavioral Integrity, and Work Outcomes 2016Political skill reduces the negative impact of distrust

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