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

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

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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 01.12.2002
Subjects
College Faculty
Compliance
Job Performance
Netherlands
Occupational Status
Work Groups
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Summary:This study examined the relationship between status allocation & job performance of professionals. On the basis of Berger's status characteristics model, it was hypothesized that individual-linked & team-level status allocation would positively affect compliance & 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 &, to a lesser degree, team-level status allocation. Compliance was only associated with individual-linked status allocation & 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 & contextual performance are encouraged by team-level status allocation. 2 Tables, 34 References. [Copyright 2002 Sage Publications, Inc.]
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ISSN:1046-4964
DOI:10.1177/104696402238621