文献类型：期刊文献

英文题名：Getting Ahead, Getting Along, and Getting Prosocial: Examining Extraversion Facets, Peer Reactions, and Leadership Emergence

作者：Hu, Jia[1];Zhang, Zhen[2];Jiang, Kaifeng[1];Chen, Wansi[3]

机构：[1]Ohio State Univ, Dept Management & Human Resources, Fisher Coll Business, 754 Fisher Hall,2100 Neil Ave, Columbus, OH 43210 USA;[2]Arizona State Univ, Dept Management & Entrepreneurship, WP Carey Sch Business, Tempe, AZ 85287 USA;[3]East China Univ Sci & Technol, Sch Business, Dept Business Adm, 130 Meilong Rd, Shanghai, Peoples R China

年份：2019

卷号：104

期号：11

起止页码：1369

外文期刊名：JOURNAL OF APPLIED PSYCHOLOGY

收录：;WOS:【SSCI(收录号:WOS:000494294300003)】；

基金：An earlier version of the manuscript was presented at the 2017 annual conference of Interdisciplinary Network for Group Research held at St. Louis, MO. We thank Feng Bai, Xu Huang, and Xuhong Li for helpful comments on earlier versions of the paper. Wansi Chen's work on this article was supported in part by research grants from National Social Science Foundation of China (17BGL106), Shanghai Pujiang Program (17PJC022), and Humanities and Social Sciences of Ministry of Education Planning Fund (15YJA630003).

语种：英文

外文关键词：extraversion; assertiveness; warmth; leadership emergence; peers

摘要：Drawing upon socioanalytic theory of personality, we hypothesize and test inverted U-shaped relationships between team members' assertiveness and warmth (labeled as the "getting ahead" and "getting along" facets of extraversion) and peers' reactions (i.e., advice seeking by peers and peer liking, respectively) that, in turn, predict members' emergence as informal leaders in self-managed teams. Integrating research on prosocial motivation, we also examine whether prosocially motivated members have more enhanced positive curvilinear influences of assertiveness and warmth on peer reactions. Based on 223 members in 69 student project teams (Study 1) and 337 employees in 79 self-managed work teams (Study 2), we found support for the inverted U-shaped relationships between assertiveness and advice seeking by peers, and between warmth and peer liking. Further, prosocial motivation enhances the inverted U-shaped effect of assertiveness in Study 2 and those effects of warmth in both studies. Advice seeking by peers and peer liking, in turn, were positively related to leadership emergence in both studies. Our findings have important theoretical and practical implications for dispositional and motivational factors that shape peer reactions and facilitate leadership emergence in teams.