Honesty-Humility Interacts With Context Perception in Predicting Task Performance and Organizational Citizenship Behavior

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Standard

Honesty-Humility Interacts With Context Perception in Predicting Task Performance and Organizational Citizenship Behavior. / Wendler, Kathrin; Liu, Jie; Zettler, Ingo.

I: Journal of Personnel Psychology, Bind 17, Nr. 4, 10.2018, s. 161-171.

Publikation: Bidrag til tidsskrift › Tidsskriftartikel › Forskning › fagfællebedømt

Harvard

Wendler, K, Liu, J & Zettler, I 2018, 'Honesty-Humility Interacts With Context Perception in Predicting Task Performance and Organizational Citizenship Behavior', Journal of Personnel Psychology, bind 17, nr. 4, s. 161-171. https://doi.org/10.1027/1866-5888/a000203

APA

Wendler, K., Liu, J., & Zettler, I. (2018). Honesty-Humility Interacts With Context Perception in Predicting Task Performance and Organizational Citizenship Behavior. Journal of Personnel Psychology, 17(4), 161-171. https://doi.org/10.1027/1866-5888/a000203

Vancouver

Wendler K, Liu J, Zettler I. Honesty-Humility Interacts With Context Perception in Predicting Task Performance and Organizational Citizenship Behavior. Journal of Personnel Psychology. 2018 okt.;17(4):161-171. https://doi.org/10.1027/1866-5888/a000203

Author

Wendler, Kathrin ; Liu, Jie ; Zettler, Ingo. / Honesty-Humility Interacts With Context Perception in Predicting Task Performance and Organizational Citizenship Behavior. I: Journal of Personnel Psychology. 2018 ; Bind 17, Nr. 4. s. 161-171.

Bibtex

@article{ac4b14211bf74324bce1f250eb884bf1,
title = "Honesty-Humility Interacts With Context Perception in Predicting Task Performance and Organizational Citizenship Behavior",
abstract = "In this study, we investigated the interaction effects between honesty-humility and two contextual perception variables (perceptions of organizational politics and perceptions of interactional justice) on two dimensions of job performance (task performance and organizational citizenship behavior). In a multiple rater design, we dissociated the assessments of the contextual perception variables (rated by target employees), personality traits (rated by colleagues), and job performance (rated by supervisors) from each other. We expected employees lower in honesty-humility to adapt their behavior according to the perceived context, whereas employees higher in honesty-humility were expected to perform equally well irrespective of the perceived environment. Results supported the hypothesized interactions in general.",
keywords = "honesty-humility, task performance, organizational citizenship behavior, interactional justice, organizational politics",
author = "Kathrin Wendler and Jie Liu and Ingo Zettler",
year = "2018",
month = oct,
doi = "10.1027/1866-5888/a000203",
language = "English",
volume = "17",
pages = "161--171",
journal = "Journal of Personnel Psychology",
issn = "1866-5888",
publisher = "Hogrefe Verlag GmbH & Co. KG",
number = "4",

}

RIS

TY - JOUR

T1 - Honesty-Humility Interacts With Context Perception in Predicting Task Performance and Organizational Citizenship Behavior

AU - Wendler, Kathrin

AU - Liu, Jie

AU - Zettler, Ingo

PY - 2018/10

Y1 - 2018/10

N2 - In this study, we investigated the interaction effects between honesty-humility and two contextual perception variables (perceptions of organizational politics and perceptions of interactional justice) on two dimensions of job performance (task performance and organizational citizenship behavior). In a multiple rater design, we dissociated the assessments of the contextual perception variables (rated by target employees), personality traits (rated by colleagues), and job performance (rated by supervisors) from each other. We expected employees lower in honesty-humility to adapt their behavior according to the perceived context, whereas employees higher in honesty-humility were expected to perform equally well irrespective of the perceived environment. Results supported the hypothesized interactions in general.

AB - In this study, we investigated the interaction effects between honesty-humility and two contextual perception variables (perceptions of organizational politics and perceptions of interactional justice) on two dimensions of job performance (task performance and organizational citizenship behavior). In a multiple rater design, we dissociated the assessments of the contextual perception variables (rated by target employees), personality traits (rated by colleagues), and job performance (rated by supervisors) from each other. We expected employees lower in honesty-humility to adapt their behavior according to the perceived context, whereas employees higher in honesty-humility were expected to perform equally well irrespective of the perceived environment. Results supported the hypothesized interactions in general.

KW - honesty-humility

KW - task performance

KW - organizational citizenship behavior

KW - interactional justice

KW - organizational politics

U2 - 10.1027/1866-5888/a000203

DO - 10.1027/1866-5888/a000203

M3 - Journal article

VL - 17

SP - 161

EP - 171

JO - Journal of Personnel Psychology

JF - Journal of Personnel Psychology

SN - 1866-5888

IS - 4

ER -

ID: 210066366