Mediation Effects of Political Skills Dimensions on Employee Performance

Abstract

The main objective to conduct this research is to examine that how employee performance could be increase by the impact of different dimensions of political skills. To examine how employee performance can be affected by mediation relationship of four different dimensions of political skills if those dimensions directly related with proactive personality. The finding shows positive significant relation between proactive personality and employee performance having dimensions of political skills as mediator as mediator which then enhance employee performance. These findings could be used in big organizations to achieve significant results by developing the abilities of politics in employee which will further lead to greater employee performance.

A Review of Political Skill: Current Research Trend and Directions for Future Research

“…Supervisor-rated performance reflects a supervisor's subjective perception about their followers rather than the actual level of their performance. Other studies have found a positive relationship between political skill and subjective individual performance (Blickle et al 2011d;Chaudhry et al 2012;Wei et al 2012), and recent meta-analyses have confirmed a positive relationship between political skill and in-role as well as extra-role performance (Bing et al 2011;Munyon et al 2014). Moreover, they usually exude a calm self-confidence, which is perceived by others as a sign of competence and credibility.…”

“…Blickle et al (2012b) revealed a positive relationship between the political skill of salespersons and their objective performance, suggesting that there is validity in the social capital perspective. Other studies have found a positive relationship between political skill and subjective individual performance (Blickle et al 2011d;Chaudhry et al 2012;Wei et al 2012), and recent meta-analyses have confirmed a positive relationship between political skill and in-role as well as extra-role performance (Bing et al 2011;Munyon et al 2014).…”

“…Although several studies reported that political skill is partly predicted by personal disposition (Chaudhry et al 2012;Liu et al 2007;Momm et al 2010;Randel and Wu 2011;Shi et al 2011), it can also be learned through developmental experience (Dhiman 2012;Ferris et al 2002aFerris et al , 2005a. Some empirical studies have noted the possibility that mentoring can contribute to the enhancement of a protégé's political skill (Blass and Ferris 2007;Chopin et al 2012;.…”

Do Emotional Intelligence & Organizational Politics Influence the Employee Work Behaviors and Attitudes? Mediating Role of Political Skill

“…employees' behaviors and attitudes (Kimura 2014). Past research showed that there is a positive relationship between political skill and job satisfaction (Ferris et al 2007;Ferris et al 2009), job performance (Ferris et al 2007;Hochwarter et al 2007;Blickle, Below & Johannen 2011;Chaudhry, Ashraf & Jaffri 2012;Wei, Chiang & Wu 2012;Bing et al 2011;Munyon et al 2014), organizational citizenship behaviors , and organizational commitment. Past studies also indicated a negative relationship between political skill and turnover intentions (Banister & Meriac 2014).…”

Impact of Political Skill on Helping Behavior and Knowledge Sharing Behavior: An Evidence from Banking Sector of Islamabad and Rawalpindi

“…It has been seen that in a developing country like Pakistan political skill construct is in infancy stages and very few evidences are available that examined its mediating mechanism (Chaudhry, Rehman, Ashraf, & Jaffri, 2012;Jam, Khan, Zaidi, & Muzzafar, 2011). Based on the identified gaps and the recommendations of Munyoun et al (2015) on investigating impact of political skill on helping and knowledge sharing behavior in presence of organizational based self-esteem-the present study is carried out in the banking sector of Islamabad and Rawalpindi.…”