Personality, Autonomy, and Contextual Performance of Managers

Human Performance. Vol 14. Issue 3. Year 2001

University of Alberta School of Business Research Paper No. 2013-457

Posted: 28 May 2013

See all articles by Ian R. Gellatly

Ian R. Gellatly

University of Alberta - Department of Strategic Management and Organization

P. Gregory Irving

Wilfrid Laurier University - School of Business & Economics

Date Written: Aug 1, 2000

Abstract

In a sample of 79 public-sector managers, we examined relations between personality (extroversion, agreeableness, conscientiousness), job autonomy, and contextual performance, and tested the moderating role of autonomy on personality-performance relations. Criterion data were provided by supervisors using the relative percentile method (RPM). Moderated regression analyses revealed positive relations between autonomy on contextual performance, and positive relations between both extroversion and agreeableness and the criterion when job autonomy was high. Negative relations were found between conscientiousness and contextual performance, and between agreeableness and the criterion when autonomy was low. We interpreted and discussed these bidirectional findings within the context of job and organizational demands.

Suggested Citation

Gellatly, Ian R. and Irving, P. Gregory, Personality, Autonomy, and Contextual Performance of Managers (Aug 1, 2000). Human Performance. Vol 14. Issue 3. Year 2001 , University of Alberta School of Business Research Paper No. 2013-457, Available at SSRN: https://ssrn.com/abstract=2270802

Ian R. Gellatly (Contact Author)

University of Alberta - Department of Strategic Management and Organization ( email )

Edmonton, Alberta T6G 2R6
Canada

P. Gregory Irving

Wilfrid Laurier University - School of Business & Economics ( email )

Waterloo, Ontario N2L 3C5
Canada
519-884-0710 x.3707 (Phone)
519-884-0201 (Fax)

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