Predicting Negotiation Performance from Personality Traits: A field Study across Multiple Occupations

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2018-05-27 DOI:10.1080/08959285.2018.1481407

Sudeepa Sharma, Hillary Anger Elfenbein, Jeff L. Foster, W. Bottom

{"title":"Predicting Negotiation Performance from Personality Traits: A field Study across Multiple Occupations","authors":"Sudeepa Sharma, Hillary Anger Elfenbein, Jeff L. Foster, W. Bottom","doi":"10.1080/08959285.2018.1481407","DOIUrl":null,"url":null,"abstract":"ABSTRACT Based on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.9000,"publicationDate":"2018-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1481407","citationCount":"33","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Performance","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1080/08959285.2018.1481407","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}

引用次数: 33

Abstract

ABSTRACT Based on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.

查看原文本刊更多论文

从人格特质预测谈判表现:跨多个职业的实地研究

基于数十年的研究，许多谈判研究者对性格对谈判结果的影响表示怀疑。最近的研究发现，性格特征和结果之间存在显著关联。现有的研究主要使用实验室实验;实地研究很少。在这项研究中，我们的目标是填补这一重要空白。使用霍根人格量表测量的特征与主管对三种职业的谈判表现的评价相关:营销经理、律师和建筑监理。野心和亲和力分别预示着更高的谈判表现。结果概括了这三个样本与证据的相互作用的影响，在律师样本。对于律师来说，更大的野心对那些相对更讨人喜欢的人并没有额外的帮助。结果确立了谈判有效性作为整体工作绩效的一个独特组成部分的重要性。在劳动分工、人-工作匹配和状态-特质区分方面考虑了实际意义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.