CP_Personality_Ldrshp_Data.sav

In a between-subjects experiment, we examined whether employees’ engagement in the two forms of contextual performance (interpersonal facilitation and job dedication) affected inferences about their personality traits and ratings of their leadership emergence and effectiveness. We also examined whether the effect of interpersonal facilitation on perceived agreeableness, and of agreeableness on leadership emergence, were moderated by target gender. As predicted, extraversion and agreeableness mediated the relationship between interpersonal facilitation and leadership emergence, though no effects of target gender emerged. Contrary to predictions, conscientiousness did not mediate the relationship between target job dedication and leadership effectiveness. Ultimately, by performing interpersonal facilitation, women and men employees may be able to increase others’ confidence in their potential as leaders through personality inferences

本研究采用被试间实验（between-subjects experiment），考察了员工所展现的两种情境绩效（contextual performance）行为——人际促进（interpersonal facilitation）与岗位奉献（job dedication）是否会影响他人对其人格特质的推断，以及他人对其领导涌现（leadership emergence）与领导效能的评分。此外，本研究还探讨了人际促进对感知宜人性（perceived agreeableness）的效应、以及宜人性对领导涌现的效应是否受到目标个体性别（target gender）的调节。正如研究预设所示，外向性（extraversion）与宜人性在人际促进与领导涌现的关系中起到中介作用，但未发现目标性别的显著效应。与预期相悖的是，尽责性（conscientiousness）并未在目标个体的岗位奉献与领导效能的关系中起到中介作用。最终而言，无论男女员工，通过展现人际促进行为，均可通过人格特质推断提升他人对其领导潜能的信心。