Interactive effects of personality and friendship networks on contextual performance

Abstract

In this research 505 valid questionnaires collected from 17 selected companies including nonprofit organizations, insurance companies, and manufacturing firms were used to gauge the normalized in-degree centrality of a friendship network. Social network analysis techniques were administered. The aim in this research was to present a model of how friendship networks and the personality characteristic of conscientiousness could intensify individual contextual performance of the employee. Theories and research investigations on different disciplines such as social and organizational science were integrated to develop the model. The results indicate that the interaction between conscientiousness and friendship networks explains a significant incremental amount of the variance in employee individual contextual performance.

Mentoring and skill development in e-Internships

“…Contextual performance. All participants were asked three questions that capture contextual performance (modified from Borman and Motowidlo, 1993;Lee et al, 2010). The items were: "Did you have the opportunity to" followed by the item stem: (a) "Volunteer to extra activities?…”

“…Contextual performance. All participants were asked three questions that capture contextual performance (modified from Borman and Motowidlo, 1993; Lee et al , 2010). The items were: “Did you have the opportunity to” followed by the item stem: (a) “Volunteer to extra activities?”, (b) “Help and cooperate with others?”, and (c) “Share job related information, knowledge, and experience with other co-workers?”.…”

Personality and social networks in organizations: A review and future directions

“…Other research has linked negative affectivity to peripheral network positions (Venkataramani, Green, & Schleicher, ). Conscientiousness has also been linked to attaining a central position in friendship (Lee, Yang, Wan, & Chen, ) and advice (Liu & Ipe, ) networks. Conscientiousness is characterized by dependability and achievement, so people who are highly dependable and hardworking may emerge as attractive friends and advice partners.…”

Personality and Social Capital

“…In the workplace, more conscientious individuals are more likely to be key players, such as leaders or experts (Selden and Goodie 2018). In friendship networks, conscientious individuals were found to have higher degree centrality, which explained why they were better able to reach out to their friends for information (Lee et al 2010). Their trustworthiness could make it easier for highly conscientious people to increase others' willingness to invest in them.…”