Sharjeel Saleem, Kanwal Shaheen, Asia Rafiq, Ahmad Arslan
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The study further focuses on performance and career development as workplace outcomes and entrepreneurial intentions as a non-workplace outcome, while analyzing employee political skill and personal reputation.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>The study uses a survey method, where multi-source data were collected in a time-lagged fashion from the employees working in the textile sector in an under-researched emerging economy setting of Pakistan.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>The findings establish that political skill is a significant predictor of employee job performance, career development and entrepreneurial intentions. Moreover, the mediating role of personal reputation was confirmed for the proposed relationships. Hence, the findings highlight the contributory role of personal reputation in the enhancement of workplace and non-workplace outcomes, such as entrepreneurial intentions linked to political skill.</p><!--/ Abstract__block -->\n<h3>Research limitations/implications</h3>\n<p>Despite some limitations, this paper offers theoretical implications both for political skill and indirect reciprocity literature. A vital theoretical contribution is extended by studying the mediating role of personal reputation in the main relationships analyzed in this paper. The scope of indirect reciprocity is expanded by identifying personal reputation as a vital mechanism for indirect reciprocity.</p><!--/ Abstract__block -->\n<h3>Practical implications</h3>\n<p>Organizations should focus on developing political skill amongst their employees, as these skills are salient for amassing a favorable reputation, that eventually leads to performance, career growth and development of entrepreneurial intentions. Organizations should put in place careful selection and coaching and mentoring programs that equip employees with such skills that eventually lead toward the alignment of employees’ personal goals and organizational goals. Employees, then, could focus on priming both organizational and personal goals.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>This paper is one of the pioneering studies that specifically link employee political skill with job performance, career development and entrepreneurial intentions, especially in the relatively volatile and under-researched context of Pakistan. Another novelty of this research is the investigation of personal reputation as a psychological mechanism underlying the primary relationships proposed in this research.</p><!--/ Abstract__block -->","PeriodicalId":45401,"journal":{"name":"Asia-Pacific Journal of Business Administration","volume":"64 1","pages":""},"PeriodicalIF":3.3000,"publicationDate":"2024-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Political skill and personal reputation: an analysis of workplace and entrepreneurial outcomes\",\"authors\":\"Sharjeel Saleem, Kanwal Shaheen, Asia Rafiq, Ahmad Arslan\",\"doi\":\"10.1108/apjba-05-2023-0209\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<h3>Purpose</h3>\\n<p>This paper aims to specifically analyze the interrelationships of employee political skill and personal reputation with both workplace and non-workplace outcomes. The study further focuses on performance and career development as workplace outcomes and entrepreneurial intentions as a non-workplace outcome, while analyzing employee political skill and personal reputation.</p><!--/ Abstract__block -->\\n<h3>Design/methodology/approach</h3>\\n<p>The study uses a survey method, where multi-source data were collected in a time-lagged fashion from the employees working in the textile sector in an under-researched emerging economy setting of Pakistan.</p><!--/ Abstract__block -->\\n<h3>Findings</h3>\\n<p>The findings establish that political skill is a significant predictor of employee job performance, career development and entrepreneurial intentions. Moreover, the mediating role of personal reputation was confirmed for the proposed relationships. Hence, the findings highlight the contributory role of personal reputation in the enhancement of workplace and non-workplace outcomes, such as entrepreneurial intentions linked to political skill.</p><!--/ Abstract__block -->\\n<h3>Research limitations/implications</h3>\\n<p>Despite some limitations, this paper offers theoretical implications both for political skill and indirect reciprocity literature. A vital theoretical contribution is extended by studying the mediating role of personal reputation in the main relationships analyzed in this paper. The scope of indirect reciprocity is expanded by identifying personal reputation as a vital mechanism for indirect reciprocity.</p><!--/ Abstract__block -->\\n<h3>Practical implications</h3>\\n<p>Organizations should focus on developing political skill amongst their employees, as these skills are salient for amassing a favorable reputation, that eventually leads to performance, career growth and development of entrepreneurial intentions. 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Political skill and personal reputation: an analysis of workplace and entrepreneurial outcomes
Purpose
This paper aims to specifically analyze the interrelationships of employee political skill and personal reputation with both workplace and non-workplace outcomes. The study further focuses on performance and career development as workplace outcomes and entrepreneurial intentions as a non-workplace outcome, while analyzing employee political skill and personal reputation.
Design/methodology/approach
The study uses a survey method, where multi-source data were collected in a time-lagged fashion from the employees working in the textile sector in an under-researched emerging economy setting of Pakistan.
Findings
The findings establish that political skill is a significant predictor of employee job performance, career development and entrepreneurial intentions. Moreover, the mediating role of personal reputation was confirmed for the proposed relationships. Hence, the findings highlight the contributory role of personal reputation in the enhancement of workplace and non-workplace outcomes, such as entrepreneurial intentions linked to political skill.
Research limitations/implications
Despite some limitations, this paper offers theoretical implications both for political skill and indirect reciprocity literature. A vital theoretical contribution is extended by studying the mediating role of personal reputation in the main relationships analyzed in this paper. The scope of indirect reciprocity is expanded by identifying personal reputation as a vital mechanism for indirect reciprocity.
Practical implications
Organizations should focus on developing political skill amongst their employees, as these skills are salient for amassing a favorable reputation, that eventually leads to performance, career growth and development of entrepreneurial intentions. Organizations should put in place careful selection and coaching and mentoring programs that equip employees with such skills that eventually lead toward the alignment of employees’ personal goals and organizational goals. Employees, then, could focus on priming both organizational and personal goals.
Originality/value
This paper is one of the pioneering studies that specifically link employee political skill with job performance, career development and entrepreneurial intentions, especially in the relatively volatile and under-researched context of Pakistan. Another novelty of this research is the investigation of personal reputation as a psychological mechanism underlying the primary relationships proposed in this research.
期刊介绍:
The Asia Pacific Journal of Business Administration (APJBA) publishes original research on: Business Strategy and Policy, Accounting and Board Governance, Marketing and People Management, and Operations and Supply Chain Management. The journal welcomes practical and skill-based submissions in these areas. There is particular interest in submissions regarding: Sustainable Business Practices, Quality Management Practices, Innovation and Creativity in Management, as well as Managing a Learning Organisation. The Asia Pacific region is full of collaborations between government, NGOs and private enterprise. Submissions are welcome which contribute to our understanding of partnerships and the cross-cultural issues. Research methods vary, and the journal is interested in the full diverse of qualitative (case and action research, etc) as well as quantitative survey studies and their recommendations. The APJBA seeks to become a forum for both established scholars and early career researchers in all aspects of management and business in the Asia-Pacific region. Emphasis is on rigour and relevance, on theory and practice, in a globalised scholarly environment.