L. A. Witt
University of New Orleans
PsychologyJob performancePersonalityApplied psychologySocial psychology
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Publications 43
#1L. A. WittH-Index: 27
#2Thomas F. HiltonH-Index: 5
Last. Wayne A. HochwarterH-Index: 44
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#1Emily M. Hunter (Baylor University)H-Index: 13
#2Mitchell J. Neubert (Baylor University)H-Index: 20
Last. Evan Weinberger (UH: University of Houston)H-Index: 1
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Despite widespread adoption of servant leadership, we are only beginning to understand its true utility across multiple organizational levels. Our purpose was to test the relationship between personality, servant leadership, and critical follower and organizational outcomes. Using a social influence framework, we proposed that leader agreeableness and extraversion affect follower perceptions of servant leadership. In turn, servant leaders ignite a cycle of service by role-modeling servant behavi...
147 CitationsSource
#1L. A. WittH-Index: 27
#2Paul E. SpectorH-Index: 83
3 CitationsSource
#1Gerald R. FerrisH-Index: 2
#2L. A. WittH-Index: 27
Last. Wayne A. HochwarterH-Index: 44
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#1Paul E. SpectorH-Index: 83
#2L. A. WittH-Index: 27
#1Lisa M. Penney (UH: University of Houston)H-Index: 12
#2Emily M. David (UH: University of Houston)H-Index: 6
Last. L. A. Witt (UH: University of Houston)H-Index: 27
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Abstract This article reviews the literature linking the Big Five personality traits with job performance in order to identify the most promising directions for future research. Specifically, we recommend expanding the criterion domain to include internal and external service-oriented behavior as well as adaptive performance. We also review situational moderators of the personality–performance relationship and suggest additional moderators at the task, social, and organizational levels. Finally,...
80 CitationsSource
#1Amy E. Colbert (UI: University of Iowa)H-Index: 21
#2L. A. Witt (UH: University of Houston)H-Index: 27
The authors tested the hypothesis that goal-focused leadership enables conscientious workers to perform effectively by helping them to accurately understand organizational goal priorities. Data collected from 162 workers in a private sector document processing organization supported the hypotheses that goal-focused leadership moderates the relationship between conscientiousness and job performance and that person–organization goal congruence mediates this moderated relationship. Specifically, co...
42 CitationsSource
#1Dawn S. Carlson (Baylor University)H-Index: 41
#2L. A. Witt (UH: University of Houston)H-Index: 27
Last. Joseph G. Grzywacz (Wake Forest University)H-Index: 48
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We examined the relationship between subordinates’ family to work balance (conflict and enrichment) and two dimensions of contextual performance (interpersonal facilitation and job dedication) reported by supervisors. Beyond the direct effects, we hypothesized that supervisor’s appraisals of employee conflict and enrichment would influence the supervisor’s contextual performance ratings. Data collected from a matched sample of 156 private sector employees and their supervisors indicated that the...
27 CitationsSource
#1L. A. Witt (UH: University of Houston)H-Index: 27
#2Christiane Spitzmüller (Goethe University Frankfurt)H-Index: 17
We examined the main and interactive effects of general mental ability (GMA) and perceived organizational support (POS) on typical performance and maximum performance. Data from two field samples (96 programmers and 181 cash vault employees) empirically supported distinguishing between typical performance and maximum performance. GMA was related to maximum performance but not to typical performance, and POS was related to two out of three measures of typical performance. Interactive effects of G...
20 CitationsSource
#1L. A. Witt (UNO: University of New Orleans)H-Index: 27
#2Dawn S. Carlson (Baylor University)H-Index: 41
Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface—family-to-work conflict (FWC) and family-to-work enrichment (FWE)—are related to job performance. The authors also hypothesized that two variables moderate those relationships—individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from a matched set of 136 private sector workers and thei...
190 CitationsSource