Comparing the validity of multiple social effectiveness constructs in the prediction of managerial job performance

By Assaf Semadar, Garry Robins, Gerald R. Ferris. 2006

314 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/9ba6f511e61c32fdb2fc975be2cb56d1a8d4e7c9

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Emotional Intelligence, its Measurement and Implications for the Workplace (2008, methodology): “Recent evidence (Semadar et al. 2006) using the SUEIT measure of EI (Palmer and Stough 2001) alongside more generic measures of social effectiveness found that measures such as political skill were more valid predictors of job performance than EI.”
From hotel career management to employees’ career satisfaction: The mediating effect of career competency (2012, unknown): “As employee skills are an important predictor of job performance (Semadar et al., 2006), employees who are strong in a variety of skills are expected to receive better compensation and promotion opportunities (Todd et al., 2009), which increases their career satisfaction.”
Further specification of the leader political skill–leadership effectiveness relationships: Transformational and transactional leader behavior as mediators (2013, background): “Therefore, leader political skill should contribute to leadership effectiveness, which has been shown using objective measures of performance (Ahearn et al., 2004) as well as with ratings of managerial performance from performance reviews by leaders‟ superiors (Semadar et al., 2006).”
A qualitative study of high‐reputation plant managers: Political skill and successful outcomes (2009, background): “Semadar et al. (2006) argue that political skill is the strongest predictor of managerial performance.”
Political Skill in Organizations (2007, methodology): “Future research needs to continue to use and validate the 18-item PSI, even though initial tests have produced sound results (Ferris, Treadway, et al., 2005; Semadar et al., 2006).”
Political skill and influence effectiveness: Testing portions of an expanded Ferris and Judge (1991) model (2007, background): “Semadar et al. (2006) reported that political skill emerged as the only significant predictor of managerial job performance when tested competitively with self-monitoring, leadership self-efficacy, and emotional intelligence.”
Entrepreneurs' Social Skills and New Venture Performance: Mediating Mechanisms and Cultural Generality (2009, methodology): “First, previous research suggests that individuals high in social skills are often more persuasive and better able to exercise social influence than persons low in social skills (e.g., Cialdini, 2000; Semadar et al., 2006).”