Differential Effects of Individual-Linked and Team-Level Status Allocation on Professionals’ Job Performance

This study examined the relationship between status allocation and job performance of professionals. On the basis of Berger’s status characteristics model, it was hypothesized that individual-linked and team-level status allocation would positively affect compliance and contextual job performance. S...

Full description

Saved in:
Bibliographic Details
Published inSmall group research Vol. 33; no. 6; pp. 702 - 717
Main Authors Van Emmerik, Ij. Hetty, Lambooy, Mattijs, Sanders, Karin
Format Journal Article
LanguageEnglish
Published Thousand Oaks, CA Sage Publications 01.12.2002
Sage
SAGE PUBLICATIONS, INC
Subjects
Biological and medical sciences
Fundamental and applied biological sciences. Psychology
Group dynamics
Job performance
Occupational psychology
Organizational status
Performance evaluation
Professional people
Psychology. Psychoanalysis. Psychiatry
Psychology. Psychophysiology
Teams
Teamwork
Work condition. Job performance. Stress
Social environment
Human
Occupational environment
Social status
Employee
Motivation
Personality
Performance
Statistical study
Online AccessGet full text

Cover

More Information
Summary:This study examined the relationship between status allocation and job performance of professionals. On the basis of Berger’s status characteristics model, it was hypothesized that individual-linked and team-level status allocation would positively affect compliance and contextual job performance. Survey data of 845 faculty members of a Dutch university were used to test these hypotheses. Multilevel analyses showed that contextual performance is affected by individual-linked and, to a lesser degree, team-level status allocation. Compliance was only associated with individual-linked status allocation and not with team-level status allocation. The results of the present study provide ample evidence of the effect of individual-linked status allocation on job performance. However, less evidence was found to support the notion that compliance and contextual performance are encouraged by team-level status allocation.
Bibliography:ObjectType-Article-1
SourceType-Scholarly Journals-1
ObjectType-Feature-2
content type line 23
ISSN:1046-4964
1552-8278
DOI:10.1177/1046496402238621