Gerhard Blickle

Arbeits- und Organisationspsychologie

Sie sehen sich in der Lage, die Arbeitsund Organisationspsychologie in Lehre und Forschung in ihrer ganzen Breite zu vertreten. Sie verfügen insbesondere über Kompetenzen und Erfahrungen in den Bereichen Auswahl, Beurteilung und Entwicklung von Personal, Organisationsentwicklung sowie in Marktforschung und Marketing. Grundlegende Themen wie Gruppenprozesse in Organisationen sollten abgedeckt werden können. Sie sollten über Erfahrungen in Teamentwicklung, Projektmanagement und Change Management sowie über sichere Kenntnisse in Empirischen Methoden der Sozialforschung einschließlich Statistik verfügen. Ihre Lehre hat einen hohen Praxisbezug auf wissenschaftlichen Grundlagen und befähigt die Studierenden zur Lösung von komplexen Aufgaben und zur eigenverantwortlichen Steuerung von Projekten in internationalen Unternehmen und Organisationen. Die Fähigkeit und Bereitschaft, Lehrveranstaltungen in englischer Sprache zu halten, wird erwartet.

Political skill construct and criterion‐related validation: a two‐study investigation

Purpose – Political skill is measured with the political skill inventory (PSI), and the construct is composed of four distinct dimensions. Previous validation studies of the PSI found evidence in support of the four‐factor structure, but only using self‐reports. Furthermore, no efforts have been made to also identify a single, higher‐order factor solution through second‐order factor analysis. The present research aims to expand on prior work and report on a two‐study investigation of both the construct validity and antecedents and consequences of the political skill construct.Design/methodology/approach – To test construct validity, Study 1 combined self‐ and other reports of political skill from 467 employees in a confirmatory factor analysis. Study 2 used longitudinal data from 202 employees to constructively replicate Study 1 results and to test hypotheses regarding the antecedents and consequences of political skill.Findings – The results of Study 1 confirmed both a four‐factor and a single higher‐ord...

Measure invariance of the Political Skill Inventory (PSI) across five cultures

This research expands the study of political skill, a construct developed in North America, to other cultures. We examine the psychometric properties of the Political Skill Inventory (PSI) and test the measurement equivalence of the scale in a non-American context. Respondents were 1511 employees from China, Germany, Russia, Turkey, and the United States. The cross-cultural generalizability of the construct is established through consistent evidence of multi-group invariance in an increasingly stringent series of analyses of mean and covariance structures. Overall, the study provides systematic evidence that political skill can be treated as a stable construct among diverse cultural groups. Furthermore, our findings demonstrate that translated PSI measures operationalize the construct similarly. With some exceptions, the item loadings and intercepts are invariant for the US and non-US responses, suggesting partial measurement equivalence. After verifying the accuracy of item translation, we conclude that any differences can be explained by variation in the cultural value of uncertainly avoidance and cultural differences on a low-to-high context continuum. Detected dissimilarities are addressed, and some suggestions regarding the correct use across borders of the instrument by managers and researchers are provided.

The roles of self‐disclosure, modesty, and self‐monitoring in the mentoring relationship: A longitudinal multi‐source investigation

Purpose – The purpose of this study was to investigate the role of protege self‐presentation by self‐disclosure, modesty, and self‐monitoring in mentoring.Design/methodology/approach – This study used three data sources (i.e. employees, peers, and mentors) and a longitudinal design over a period of two years.Findings – Employee self‐disclosure and modesty at time 1 predicted an increase in mentoring received and mentoring given at time 2. Further, self‐monitoring moderated the modesty‐mentoring given relationship such that employees high in self‐monitoring had the strongest positive relationship between modesty at time 1 and mentoring given two years later. Also, modesty interacted with self‐monitoring at time 1 to influence the number of mentors involved with employees. That is, the modesty – number of mentors relationship was positive for those high in self‐monitoring, and negative for those low in self‐monitoring.Research limitations/implications – Employees can exercise influence over the amount and t...

Construct and Criterion-Related Validation of a Measure of Emotional Reasoning Skills: A Two-Study Investigation

In a two-study investigation, the construct and criterion-related validities of the Test of Emotional Intelligence, an ability-based measure of emotional reasoning skills, were examined. In Study 1, as hypothesized, emotional reasoning skills were related to emotion recognition ability (i.e., as measured by Diagnostic Analysis of Nonverbal Accuracy), emotional empathy, and three measures of successful social functioning (i.e., social astuteness, interpersonal influence, and apparent sincerity) assessed by peers, after controlling for personality and occupational environment characteristics. In Study 2, results from a predictive validation study demonstrated that Emotional Intelligence explained additional variance in overall job performance ratings beyond general mental ability and personality traits. Contributions and implications of this research investigation, limitations, and directions for future research are discussed.

New psychological contracts in the world of work: economic citizens or victims of the market?

Purpose – The aim of the paper is to present the causes and manifestations of the changed conditions of work for employees since the 1990s with a particular focus on the situation in Germany. These changes are characterized by a higher demand for expertise and a lower protection against life risks for employees. The paper seeks to address some of the issues surrounding this.Design/methodology/approach – The desire to realize an individual concept of personal identity in work life is argued to be the main driving force of individual career development. It is set in relation to new normative guiding principles of employment (protean career model, boundaryless career model, employability construct).Findings – Empirical studies support the importance of an individual work identity concept for individual career development. The political and, more importantly, the economic situation in Germany, Europe and other parts of the world has dramatically changed since 1989. The prospective demographic changes in Germa...

ARGUMENTATIVENESS AND THE FACETS OF THE BIG FIVE

Argumentativeness is conceptualized as a personality trait which predisposes an individual to recognize controversial issues and to advocate or refute positions on them. In a multivariate study with 166 male and 120 female students, the relationships between scores on the Argumentativeness scales and the facet and domain scales of the Revised NEO Personality Inventory (Form S) were analyzed. At the facet level, scores on Tendency to Approach arguments and Argumentativeness correlated significantly with scores on Assertiveness and Openness to Ideas, and scores on Tendency to Avoid arguments correlated significantly with scores on Self-consciousness and Assertiveness. At the domain level, scores on Openness to Experience correlated significantly with those on Tendency to Approach arguments and with the Argumentativeness scale and scores on Extraversion correlated significantly with Tendency to Avoid arguments and the Argumentativeness scale.

Is the Political Skill Inventory Fit for Personnel Selection? An Experimental Field Study

The political skill inventory (PSI) assesses social effectiveness in organizations by self-reports and has demonstrated strong evidence of validity. It was the purpose of this experimental field study to investigate construct and criterion-related validity of the PSI when used under conditions of personnel selection. In the experimental group (n=102), the instructions asked job incumbents to work on the PSI, a social desirability scale, and a Big-Five personality inventory as if they took part in a personnel selection procedure for a personally very attractive position. Additionally, they were asked to report yearly income. In the control group (n=110), job incumbents were asked to answer the items honestly. As expected, in both conditions, the PSI did not correlate with social desirability, but it correlated positively with extraversion, conscientiousness, and income, and negatively with neuroticism, thus demonstrating construct and incremental criterion-related validity under both conditions. Implications and limitations are discussed.

Mentor-Protégé-Beziehungen in Organisationen

Zusammenfassung. Es wird ein Uberblick uber die aktuelle Forschung zu Mentor-Protege-Beziehungen in Organisationen gegeben. Das Konstrukt wird expliziert und gegen vertikale Fuhrungsdyaden, Coaching, soziale Unterstutzung am Arbeitsplatz sowie organisationale Sozialisation abgegrenzt. Dann werden entwicklungspsychologische, psychoanalytische und soziobiologische Theorien des Mentorings vorgestellt. Danach werden die vorauslaufenden Bedingungen und Wirkungen von Mentor-Protege-Beziehungen untersucht. Anschliesend wird auf das Problem der geschlechtstypischen Laufbahnentwicklungschancen aus der Mentoring-Perspektive eingegangen. Es werden funktionale Alternativen sowie kompensatorische Masnahmen vorgestellt. Und schlieslich werden die Konsequenzen dieser Befunde fur die Personalentwicklung in Organisationen diskutiert.

INFLUENCE TACTICS USED BY SUBORDINATES: AN EMPIRICAL ANALYSIS OF THE KIPNIS AND SCHMIDT SUBSCALES

It was the purpose of this research to analyze the factorial and construct validity of the Profile of Organizational Influence Strategies, Form M of Kipnis and Schmidt, which assesses attempts to influence a manager and also attempts when the manager has resisted doing what the employee wants. 254 German employees from various organizations participated. The Profile of Organizational Influence Strategies and the Blickle Inventory assessed upward influencing strategies over 2 wk. Data were analyzed with confirmatory factor analyses in a multitrait-multimethod design. All items loaded significantly on the expected factors. The results support the factorial and convergent validity of the subscales In addition, the data show that initial attempts to influence and attempts after resistance should be assessed separately.