The popularity contest at work: who wins, why, and what do they receive?
In 2 studies, the authors investigated the popularity of employees at work. They tested a model that positioned personality in the form of core self-evaluations and situational position in the form of communication network centrality as antecedents of popularity and interpersonal citizenship and counterproductive work behaviors received from coworkers as outcomes of popularity. Data from 116 employees and 383 coworkers in Study 1 and 139 employees, their significant others, and 808 coworkers in Study 2 generally supported the model. Core self-evaluations and communication network centrality were positively related to popularity, and popular employees reported receiving more citizenship behaviors and fewer counterproductive work behaviors from their coworkers than less popular employees, even controlling for interpersonal liking. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
Scott
Brent A
BA
Department of Management, Michigan State University, USA. scott@bus.msu.edu
Judge
Timothy A
TA
D000328:Adult; D004651:Employment / Q000523:psychology*; D005163:Factor Analysis, Statistical; D005260:Female; D006801:Humans; D007398:Interpersonal Relations; D008297:Male; D008960:Models, Psychological; D015279:Organizational Culture; D010551:Personality; D012649:Self Concept; D012928:Social Desirability; D012944:Social Support; D015144:Southeastern United States