Although political skill and political will have been conceptualized as important predictors of performance and effectiveness in organizations for over three decades, virtually no research has investigated the respective roles played by these two constructs in explaining behavior in organizations. Because political skill and political will are believed to be inextricably intertwined, these two constructs should interact to explain organizational outcomes (e.g. job performance) better than either construct individually. However, the interaction effect may be more complex than we might initially believe to be the case. This chapter proposes a theoretical model and testable propositions regarding the roles played by political skill and political will, arguing for a moderated nonlinear relationship of political skill and will on job performance prediction. Additionally, in the future research directions section, we discuss how political skill, political will and political behavior work together to influence important work outcomes in organizations. Implications for theory and research and directions for future research are discussed.
John N. Harris, Liam P. Maher and Gerald R. Ferris
Pamela L. Perrewé, Shanna R. Daniels, Kaylee J. Hackney and Liam Maher
This chapter develops a conceptual model of pregnancy in the workplace and examines multi-level factors that can lead to stigmas and discrimination against pregnant employees. The authors argue that covering demands, stigmatized identities, and perceptions of discrimination will lead pregnant employees to engage in concealing and covering behaviors at work. Societal factors which include cultural norms and stereotypes affect the organizational culture and the covering demands put upon those who do not fit the prototypical employee. When employees engage in concealing and covering behaviors, these identity management strategies can deplete self-regulatory resources and lead to feelings of inauthenticity which affect personal and work outcomes.