Andreas WihlerUniversity of Exeter | UoE · The Business School
Andreas Wihler
Dr. phil Dipl.-Psych.
About
62
Publications
34,120
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1,120
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Citations since 2017
Introduction
Andreas is Associate Professor of Management. His research fall at the intersection of organizational politics, leadership, and individual differences. Thus, his research focuses on perceptions and consequences of both positive and negative leader behaviours as well as employee proactivity. He is also interested in the effects of personality and motivation on job performance and career success.
Additional affiliations
August 2017 - April 2022
April 2011 - July 2017
Publications
Publications (62)
In recent years, personal initiative has been found to predict job performance. However, implicit in this direct initiative–performance relationship are more complex process dynamics that can be better understood when contextual antecedents, moderators, and mediators are considered. Drawing from perspectives of proactive behavior as a goal-directed...
Supporting one's family is a major reason why many people work, yet surprisingly little research has examined the implications of family motivation. Drawing on theories of prosocial motivation and action identification, we propose that family motivation increases job performance by enhancing energy and reducing stress, and it is especially importan...
Prior studies linking grit—defined as perseverance and passion for long-term goals—to performance are beset by contradictory evidence. As a result, commentators have increasingly declared that grit has limited effects. We propose that this inconsistent evidence has occurred because prior research has emphasized perseverance and ignored, both theore...
Companies often celebrate employees who successfully pursue their passion. Academic research suggests that these positive evaluations occur because of the passion percolating inside the employee. We propose that supervisors are also a key piece of this puzzle: Supervisors who are more successful in their own pursuit of passion place more value on p...
We examine the role of employee mindfulness in the context of highly monotonous work conditions. Integrating research on task monotony with theorizing on mindfulness, we hypothesized that mindfulness is negatively associated with the extent to which employees feel generally bored by their jobs. We further hypothesized that this lower employee bored...
Leadership not only comprises formal relationships where employees are influenced by their leaders but also more team-based structures where informal leader- and followership is shared. Therefore , this symposium focuses on the interplay of leader and followership and considers two broad areas that affect how leader- and followership is enacted: So...
Recent research has suggested that self‐ and other‐ratings of personality may provide different information about personality, which can be captured in the trait‐reputation‐identity (TRI) model. Based on the TRI model, we investigate the link between personality and aligned job performance criteria on domain and aspect levels of the Big Five person...
Given the equivocal findings pertaining to the outcomes of voice, recent attention has shifted towards the nuances of voice behavior. Recently, research suggested that supervisors evaluate both whether an employee speaks up in addition to what they speak up about. Building on this notion, we argue that reason-to motives (i.e., climate for initiativ...
Research on envy is dominated by a focus on approach-oriented behaviors—when envious employees take action to reduce the gap between the self and envied targets. Surprisingly little research has examined the relationship between envy and avoidance-oriented behaviors, even though emotion regulation research suggests that avoidance is a common reacti...
Emotion recognition ability of emotions expressed by other people (ERA-O) can be important for job performance, leadership, bargaining, and career success. Traditional personnel assessment tools of this ability, however, are contaminated by linguistic skills. In a time of global work migration, more and more people speak a language at work that is...
The present study seeks to address the mixed results in the literature regarding the job tenure–job performance relationship by considering both individual resources and job context. General mental ability (GMA) is a strong predictor of knowledge acquisition. However, high job stress diminishes employee’s ability to learn and to retrieve learned kn...
Field sales jobs receive continued attention in research because of their importance to the success of enterprises. This study aimed to test how self-discipline and protective self-monitoring impact the predicted performance of field salespeople in three consecutive years. Previous research found that organizational tenure is a predictor of the cor...
On the basis of socioanalytic theory (Hogan & Shelton, 1998) and mimicry-deception theory (Jones, 2014), we hypothesized that political skill would effectively mask Machiavellianism (socioanalytic theory) with consequences for coworker perceived career role performance and actual counterproductive work behavior at low and high levels of job tenure...
On the basis of socioanalytic theory (Hogan & Shelton, 1998) and mimicry-deception theory (Jones, 2014), we hypothesized that political skill would effectively mask Machiavellianism (socioanalytic theory) with consequences for coworker perceived career role performance and actual counterproductive work behavior at low and high levels of job tenure...
Building off and extending the meta‐theoretical framework of political skill, we examined the cognitive and behavioral mechanisms through which the intrapsychic effects of political skill inform its interpersonal effects, and how these interpersonal effects ultimately are transmitted into desirable outcomes. Specifically, we argue that politically...
Introduced into the literature a decade ago, grit was originally defined as perseverance and passion for long-term goals, and it has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Recently, research on grit started to spill over into the work con...
Supplementary Information for "Reply to Guo et al. and Credé: The Grit Scale Only Measures Perseverance and not Passion, and Its Supposed Subfactors Are Merely Artifactors"
We (1) proposed that evidence linking grit and performance is mixed because the measure used to assess grit—the Grit-S scale (2)—only captures perseverance, but not passion, whereas the definition of grit encompasses both perseverance and passion (3). Our studies found that the combination of perseverance (measured through the whole Grit-S scale) a...
Auf Basis der politischen Karriereperspektive werden im folgenden Kapitel das Konstrukt der politischen Fertigkeiten und positive Effekte auf den individuellen Laufbahnerfolg, die berufliche Leistung und den Umgang mit Stressoren dargestellt. Vorweg wird das Konstrukt definiert, seine Facetten werden beschrieben sowie stabile Vorbedingungen, die be...
Mentoringunterstützung bezeichnet die Unterstützung eines jungen Neueinsteigers in einer Organisation durch eine ältere, erfahrene Person. Das Ziel des Kapitels ist es daher, einen Überblick über Inhalte und Formen von Mentoring und die empirisch gewonnenen Effekte zu Mentoring zu geben. Zudem werden die empirischen Befunde kritisch gewürdigt und n...
Auf Basis der politischen Karriereperspektive werden im folgenden Kapitel das Konstrukt der politischen Fertigkeiten und positive Effekte auf den individuellen Laufbahnerfolg, die berufliche Leistung und den Umgang mit Stressoren dargestellt. Vorweg wird das Konstrukt definiert, seine Facetten werden beschrieben sowie stabile Vorbedingungen, die be...
Mentoringunterstützung bezeichnet die Unterstützung eines jungen Neueinsteigers in einer Organisation durch eine ältere, erfahrene Person. Das Ziel des Kapitels ist es daher, einen Überblick über Inhalte und Formen von Mentoring und die empirisch gewonnenen Effekte zu Mentoring zu geben. Zudem werden die empirischen Befunde kritisch gewürdigt und n...
Individual-level political will in organizations and careers is recognized by many scholars as an important yet under-investigated construct. Only recently has a scale directly assessing political will been developed, and its validation process has just begun (Kapoutsis, Papalexandris, Treadway, & Bentley, 2017). We used the Trait-Reputation-Identi...
Grit has captured the public imagination and influenced educational policy throughout the United States. However, prior studies linking grit and performance are beset by contradictory evidence. As a result, commentators have increasingly declared that grit has limited effects. We propose that prior studies have found mixed evidence regarding the re...
Companies increasingly characterize passionate employees as exemplary, seemingly for good reasons: passion for work predicts commitment, engagement, and persistence. However, evidence linking passion for work and job performance-especially as rated by supervisors-is surprisingly mixed: whereas some studies have found significant effects, other stud...
Prior research has found mixed evidence regarding the relationship between grit—defined as perseverance and passion for long-term goals—and job performance. We propose these inconsistencies have occurred for two reasons. First, the grit literature and its measurement has focused on perseverance and paid insufficient attention to passion. In contras...
Political skill, a social competence that enables individuals to achieve goals due to their understanding of and influence upon others at work, can play an important role in manager performance. We argue that the political skill – manager performance relationship varies as a nonlinear function of differing levels of enterprising job demands (i.e.,...
In a prospective study of 150 junior salespeople in the same company, we examined the relation between fearless dominance, which is a dimension of trait psychopathy (Lilienfeld & Fowler, 2006), and objective performance in field sales. After controlling for demographic variables, length of job tenure, initial sales training quality, and disciplined...
Both trait activation and socioanalytic personality theories clarify the personality – performance relationship at work. We argue that extraversion needs to be interactively combined with both social competency (socioanalytic theory) and an activating context (trait activation theory) to demonstrate effects on a relevant type of work performance. S...
Selbstständige Verkäufer im Außendienst sind bis heute für den Erfolg von Versicherungsunternehmen von essentieller Bedeutung. Zu ihren Kernaufgaben gehört es, potentielle Kunden aktiv zu identifiziert, ein Kontakt herzustellen, Gespräche zur Neuakquisition zu führen, etablierte Kunden zu betreuen und zu binden, die Beziehung zu ihnen zu festigen s...
Although prior research indicated that extraversion and conscientiousness are uniformly beneficial to sales performance, recent evidence suggests that scholars should consider nonlinearity, narrow personality, social skill, and the research context in the personality-performance relation. Further, scholars have found conscientiousness to have inver...
Scholars have raised concerns that openness to experience has ambiguous relationships with performance. In this study, we examine both openness and one of its more narrow dimensions, learning approach. In addition, the research context was made narrow (i.e., higher education academic performance in science), and social skill was interactively combi...
Supporting one's family is a major reason why many people work, yet surprisingly little research has examined the implications of family motivation. Drawing on theories of prosocial motivation and action identification, we propose that family motivation increases job performance by enhancing energy and reducing stress, and it is especially importan...
Scholars have raised concerns that openness to experience has ambiguous
relationships with performance. In the present study, we examine both openness and one of its
more narrow dimensions, learning approach. In addition, the research context was made
narrow (i.e., higher education academic performance in science), and social skill was
interactivel...
The purpose of this study was to examine the relations of two facets of psychopathic personality (i.e., self-centered impulsivity, fearless dominance) with counterproductive work behavior (CWB-I) and contextual performance (CP). Consistent with research on psychopathy, we suggested that self-centered impulsivity (i.e., behavioral impulsivity charac...
The personality factor of extraversion has been associated with performance in some occupations (e.g., sales), and it has been one of the most consistent personality predictors of leadership. Recent research indicates that extraversion could have a non-linear relation with performance. At the same time, many researchers have contended that scholars...
The present study seeks to address the mixed results in the literature regarding the job tenure – job performance relationship. Based on human capital theory and conservation of resources theory, we argue that general mental ability (GMA) will positively influence job tenure when job stress is low. High job stress will diminish employees’ knowledge...
Distractions are ubiquitous in modern work environments, yet the effects of distractions on employees are poorly understood. In this paper, we draw on theories of self-control and job control to examine the relationship between distractions and employee well-being. We theorize that the effects of distractions will depend on the job control experien...
This study integrates the emotion and social influence literatures to examine how emotion recognition ability (ERA) relates to annual income. In a sample of 142 employee–peer–supervisor triads from a broad range of jobs and organizations, we find that people's level of ERA indirectly relates to how much they earn per year. The relationship between...
This study integrates the emotion and social influence literatures to examine how emotion recognition ability (ERA) facilitates performance and increases income through political skill. In a sample of 142 employee-peer-supervisor triads from a broad range of jobs and organizations, we find that people’s level of ERA relates to how much they earn. T...
We examine socioanalytic theory from a leadership perspective and extend this research to examine the mediating mechanisms through which leader getting ahead motive and social competence influence leader effectiveness outcomes. A first-stage moderated mediation model was tested and supported, positioning the Leader Motive to Get Ahead × Political S...
Given the variability in personality's relationship with leadership and the use of personality measures in leader selection and assessment, we examine the joint influence of leader trait inquisitiveness and leader political skill on subordinate perceptions of leader charisma and effectiveness. Findings indicate a positive main effect of political s...
The article presents research on the association of emotion recognition with annual income through interpersonal mechanisms in work environment. The study shows workplace success bearing upon and integrating social influence research and emotional abilities. It recommends people with having higher emotion recognition ability (ERA) levels get higher...
Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) wo...
This study examined two potential mediators through which leaders transmit their position power into an effectiveness outcome. Drawing upon recent work integrating trait, situational, and behavioral theories of leadership effectiveness, we hypothesized and tested a model specifying that the interactive effects of leader position power and leader po...
Projects
Projects (3)
Our project aims to expand the trait-based approach to psychopathy by distinguishing between potentially adaptive and maladaptive features of psychopathic personality in the workplace. Answering the calls for a facet-level approach to psychopathy, we assume that fearless dominance and self-centered impulsivity will exhibit differential relations with organizationally important criteria. Moreover, we addressed suggestions to investigate moderating variables. To do so, we explore (mal)adaptive effects on job performance and extrinsic career success.
