A new trait on the market: Honesty–Humility as a unique predictor of job performance ratings

By Megan K. Johnson, W. Rowatt, L. Petrini. 2011

184 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/c8f0f56078d8f8ab6fd0d15367ae1b380fe95d46

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Wade Clinton Rowat
2. A. S. Peters
3. Megan K. Johnson

In Social Psychology

1. Wade Clinton Rowat
2. A. S. Peters
3. Megan K. Johnson

Citations in the corpus

• How Does Leader Humility Influence Team Performance? Exploring the Mechanisms of Contagion and Collective Promotion Focus (2016, unknown): “…contexts focuses on hu-mility as an individual-level trait in leadership (Morris et al., 2005; Nielsen, Marrone, & Slay, 2010; Ou et al., 2014; Owens et al., 2015; Reave, 2005), team membership (Owens et al., 2013), and in relation to task performance (Johnson, Rowatt, & Petrini, 2011).”
• Associations between Dispositional Humility and Social Relationship Quality (2011, background): “Johnson, Rowatt, and Petrini (2011) found that honesty-humility predicts supervisor ratings of job performance.”
• Humility: A consistent and robust predictor of generosity (2012, unknown): “Johnson, Rowatt, & Petrini, 2011 ; Owens, Rowatt, & Wilkins, 2012).”