Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of

Impression Management

Table of Contents

1. Background and justification of study.........................................................................................2

2. Problem statement....................................................................................................................2
3. Objectives of the study..............................................................................................................2
4. Significance of the study............................................................................................................3
a. Theoretical......................................................................................................................................3
b. Practical..........................................................................................................................................3
5. Research questions....................................................................................................................3
6. Literature review.......................................................................................................................4
7. Hypothesis................................................................................................................................4
8. Research models and variables..................................................................................................6
9. Research methodology..............................................................................................................7
a. Sample and data collections...........................................................................................................7
b. Measures........................................................................................................................................7
10. Data analysis.............................................................................................................................7
11. Periodization (Insha’Allah).........................................................................................................8
12. References................................................................................................................................8

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Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of
Impression Management

Personality Types as Predictor of Extra-Role and In-Role Performance:

The Moderating impact of Impression Management

1. Background and justification of study

Organizational citizenship behaviors is continuously receiving attention in conceptual, empirical and
meta analysis studies (Organ, Podsakoff, & MacKenzie, 2006). Organizational Citizenship Behavior
(OCB) could be denoted as a discretionary extra role work behavior of the personnel that is not
associated with the formal reward or the sanction system of the organization (Chaitanya &
Tripathi, 2001). OCB has its two dimensions; OCB-Organizational and OCB-Interpersonal. OCB-O—
behaviors that benefits the overall organization in general (e.g., gives advance notice when unable
to come to work, adheres to informal rules devised to maintain order) (Podsakoff, MacKenzie, Paine,
& Bachrach, 2000), organizational obedience (Graham, 1991), following organizational rules and
procedures (Borman & Motowidlo, 1993), civic Virtue, Courtesy, Conscientiousness, Sportsmanship
(Chaitanya & Tripathi, 2001).
Similarly, OCB-I is defined as behaviors that immediately benefit specific individuals and indirectly
through this means contribute to the organization (L. J. Williams & Anderson, 1991) (e.g., helps
others who have been absent, takes a personal interest in other employees). It includes dimensions
as Helping coworkers (George & Brief , 1992, George & Jones 1997), Helping and Cooperating With
Others (Borman & Motowidlo, 1993, 1997), Interpersonal Facilitation (Van Scotter & Motowidlo
1996).
The present study aims at predicting interpersonal citizenship (OCB-I) and its antecedents through
moderating impact of impression management. First, the earlier researchers have focused on
finding out relationship of OCB-I through conscientiousness and agreeableness (Ilies, Fulmer,
Spitzmuller, & Johnson, 2009; Konovsky & Organ, 1996; Organ & Lingl, 1995) however very low
work has been done in predicting extroversion and OCB-I.
Second, the present study also aims at finding out the relationship of narcissism with in-role and
extra role performance. Narcissism is personality trait that very less discussed in researches while
finding out its relationship with citizenship behavior. Narcissism at a workplace may be healthy or
unhealthy. Healthy narcissism includes helping the boss the interpersonal world, self-conscious as
well as the sense of control and power (Yildiz & Öncer, 2012 ).

Healthy narcissism can be helpful in increasing the organizational performance (Godkin & Alcorn,
2009b). Such people possesses intellectual giftedness combined with impressive fantasies and a
high self-investment can exercise a successful academic, professional or creative
accomplishment. According to Godkin & Alcon (2009), talented narcissist can also interpret tasks
and events as opportunities and demonstrate their superiority. They are often highly successful in
business; such situations reward those who can manipulate others (Yildiz & Öncer, 2012 ).

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Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of
Impression Management

So, present study will take narcissism as an independent variable for concluding the research and
will strive to find out its relationship with in-role and extra role performance through moderating
impact of impression management.
Then, according to Theory of Planned Behavior, positive behaviors result in positive outcomes such
as extrovert exercise more OCB and in role performance. But this research also focuses that
negative behavior (narcissist) may also exercise positive behaviors for impression management
purposes.

2. Problem statement
Different personalities exercise in-role and extra role (OCB-I & OCB-O) behavior but the motive
behind is different. As extroverts by temperament are usually social so they exercise such behaviors
usually by their innate qualities. However, some such as narcissist have hidden agendas of exercising
such behaviors as in role & extra role behavior. In reality, they usually do not exercise these
behaviors, but due to some of their motives, such as impression management, they may exercise it.
So, the present study tends to address this issue by highlighting the moderating role of impression
management in the relationship of different personality types and role performance.

3. Objectives of the study

The objectives of the study are to investigate and understand the relationship between an
individual’s personality type and interpersonal citizenship behavior of subordinates and the
moderating impact of impression management.
The objective of this study is to investigate:
 The relationship between extroversion and in-role & extra role performance (OCB).
 The relationship between narcissist and in-role & extra role performance (OCB).
 The moderating role of impression management in the relationship between extroversion
and in-role & extra role performance (OCB).
 The moderating role of impression management in the relationship between narcissism and
in-role & extra role performance (OCB).

4. Significance of the study

a. Theoretical
The majority of the research have focused on finding out relationship between
agreeableness and conscientiousness (Chiaburu, Stoverink, Li, & Zhang, 2013) however
Extraversion has been comparatively less studied (Chiaburu, et al., 2013), so present study
will highlight the relationship of extroversion and in-role & extra role performance.

Then, Judge et al. (2006) proved that narcissist personality have had significant and negative
relationship with supervisor ratings of citizenship behavior however it was positively related
to self ratings of citizenship. However, Bourdage, Lee, Lee, and Shin (2009) found that
employees with less the personality trait of being respectful tend to be motivated towards
OCB as a form of impression management. Further, Chiabsuru, et al., 2013 also suggest that

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Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of
Impression Management

future researches should directly investigate the relationship between narcissism, OCBs, and
motives to engage in OCBs could be clarifying of the situations in which narcissists do and do
not engage in OCBs. So, present study aims at filling this gap.

b. Practical
In the light of the results and findings of the research, the current study’s implications will
be discussed specifically in the context of contemporary organizations where different type
of personalities show different behaviors. Such employee exercise citizenship behavior due
to their personal motives such as impression management. This, study will make significant
contributions to the understanding of these behaviors necessary to increase citizenship.

5. Research questions
The research has the following research questions:
 Is there any relationship between extroversion and in-role & extra role performance (OCB)?
 Is there any relationship between narcissism and in-role & extra role performance (OCB)?
 Is there any relationship between extroversion and in-role & extra role performance (OCB),
moderated by Impression management motive?
 Is there any relationship between narcissism and in-role & extra role performance (OCB),
moderated by Impression management motive?

6. Literature review
Different personality characteristics influence Organizational Citizenship Behavior (OCB). Personality
plays a role in behaviors that are discretionary or performed in weak situations with limited
external constraints (Okediji, Esin, Sanni, & Umoh, 2009). Then, there is a strong relationship
between organizational citizenship behavior and personality characteristics (Podsakoff,
Mackenzie, Paine, and Bachrach, 2000). King, George and Mebl (2005) also found that
personality characteristics and organizational citizenship behaviour were strongly correlated.

Extraversion is a trait and therefore reflects stable tendencies, in particular, seeking social attention
(Ashton, Lee, & Paunonen, 2002). Extraverted employees engage in interpersonal citizenship to a
greater extent when also motivated to manage others’ impressions (Chiaburu, et al., 2013).

“Narcissism is a relatively stable individual difference consisting of grandiosity, self-love and inflated
self-views” (W. K. Campbell, Brunell, & Finkel, 2006; Morf & Rhodewalt, 2001). Narcissism is
composed of three components : the self component, interpersonal relationships component and
self-regulatory strategies component. First, the narcissistic self is characterized by “specialness” and
uniqueness, vanity, a sense of entitlement and a desire for power and esteem”. Second, narcissist
have had lower level of empathy and emotional intimacy. Third, narcissists look for opportunities for
attention and admiration, steal credit from others, and play games in building & establishing
relationships with others. When narcissists are successful at this, they feel good and high self-
esteem and positive life satisfaction (Sedikides, Campbell, Reeder, & Elliot, 1998).

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Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of
Impression Management

In contrast to Judge's findings, employees lower on the personality trait humility were motivated to
engage in in-role & extra role performance as a form of impression management (Bourdage, HLee,
Lee, & Shin, 2009). In other words, although narcissists may display behaviors indicative of in-role &
extra role performance, they may only do so as a means to manage others' impressions.
Consequently, it is possible that those engaging in OCB for these reasons will be less likely to
consistently engage in OCB or that they will only engage in OCB when it suits their needs. (W. Keith
Campbell, Hoffman, Campbell, & Marchisio, 2011).

In other words, narcissists are unlikely to help others unless it benefits themselves some ways,
suggesting narcissists will be negatively associated with OCB-I,

7. Hypotheses

Extraversion and Extra Role Performance & In-Role Performance

Extraverts are described as sociable, outgoing, fun loving, talkative, and affectionate (Barrick &
Mount, 1991; McCrae & Costa, 1987). Such dispositions lead them to engage socially to a greater
extent than introverts (Asendorpf & Wilpers, 1998; Ashton & Lee, 2001). Extraverts thrive by
interacting with others and can enjoy a more positive mood when they do so (Côté & Moskowitz,
1998; Glomb, Bhave, Miner, & Wall, 2011). From a neuro physiological standpoint, their preference
to interact with others has been explained by lower levels of cortical activity and thus a heightened
need for stimulation (Eysenck, 1973; Gray, 1970) or a higher basal activity in the ventral striatum
(DePue & Collins, 1999). From a behavioral perspective, researchers surmise that extraverts are
characterized by sensation seeking and reward sensitivity (e.g., DePue & Collins, 1999; Lucas, Diener,
Grob, Suh, & Shao, 2000). In what follows, we focus on extraversion as “a dimension of social
endeavor, representing the extent to which people engage in behaviors that tend to attract social
attention” (Ashton & Lee, 2001: 342).
Extrovert may be attracted slightly more toward citizenship (Organ, 1990; Organ et al., 2006),
behaviors associated with positive reputation, rewards, and good relationships with colleagues
(Borman & Motowidlo, 1993; Ozer, 2011). Further, Kumar at al (2009) also indicated that Extrovert
is positively associated with OCB. So, following hypotheses have been formulated:

H1(a): There is positive relationship between extrovert and OCB-I.

H1(b): There is positive relationship between extrovert and OCB-O.
H1(c): There is positive relationship between extrovert and In-Role Performance.

However, the theoretical and empirical bases for this association are weak, and the relationship
between extraversion and OCB may be enhanced by the presence of strengthening aspects, such as
impression management motives (Chiaburu, et al., 2013). Based on the above discussion, following
hypothesis has been formulated:

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Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of
Impression Management

H2(a): Impression management moderates the relationship between extrovert and OCB-I.
H2(b): Impression management moderates the relationship between extrovert and OCB-O.
H2(c): Impression management moderates the relationship between extrovert and In-Role
Performance.

Narcissism and Extra Role Performance & In-Role Performance

Psychological research in Socio-personality context shows that narcissism is negatively associated
with agreeableness, the willingness to change self-enhancing behaviors among close relationships
and commitment, yet related positively to interpersonal exploitativeness, (Campbell et al., 2006) —
that can be logical that narcissism would be negatively associated with OCBs. In support of these
suggestions, (Judge, LePine, & Rich, 2006) found that narcissism was significantly and negatively
related to supervisor ratings of OCBs and positively related to self ratings of OCBs. In addition, Blair
et al.'s findings of a negative relationship between narcissism and relationships-oriented behavior
indirectly support these relationships, given that interpersonal facilitation is often include as a
dimension of citizenship behavior. Therefore, It can be predicted that:

H3(a): There is a relationship between narcissist and OCB-I.

H3(b): There is a relationship between narcissist and OCB-O.
H3(c): There is a relationship between narcissist and In-Role Performance.

However, recent research has emphasized the importance of considering motives for engaging in
OCBs (e.g., impression management versus genuine altruism) as a key determinant of how OCBs are
evaluated and whether OCBs will be consistently performed (Bolino, 1999). In contrast to Judge's
findings, employees lower on the personality trait humility were motivated to engage in OCBs as a
form of impression management (Bourdage, et al., 2009). In other words, although narcissists may
display behaviors indicative of OCBs, they may only do so as a means to manage others' impressions.
Consequently, it is possible that those engaging in OCB for these reasons will be less likely to
consistently engage in OCB or that they will only engage in OCB when it suits their needs. Regarding
moderating effect of Impression management between narcissist and in-role performance, Wallace
and Baumeister (2002) indicated that narcissism forecasted increased performance on tasks. They
concluded that narcissists will perform at their best when there is an opportunity for “glory.”
So, on the basis of the above discussion, following hypotheses have been formulated as:

H4(a): Impression management moderates the relationship between narcissist and OCB-I.
H4(b): Impression management moderates the relationship between narcissist and OCB-O.
H4(c): Impression management moderates the relationship between narcissist and In-Role
Performance.

8. Research models and variables

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Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of
Impression Management

The present study has the following variables:

Independent Variables:
 Extrovert
 Narcissist
Dependent Variable
 Citizenship Behavior-Interpersonal
 Citizenship Behavior-Organizational
 In-Role Performance
Moderator Variable
 Impression Management

Impression
Management
OCB-I
Extrovert

OCB-O

Narcissist
In Role
Performance

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Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of
Impression Management

9.Research methodology
a. Sample and data collections
Data will be collected from full-time employees from several organizations across different
big cities of Pakistan including Karachi, Lahore, Faisalabad, Gujranwala and Multan. Potential
Participants will be supervisors who will rate their subordinates. The sample will be
comprised of 500 potential respondents (N=500), who will be given formatted
questionnaires. Supervisors will be delivered the questionnaire and will be asked to
complete the questionnaire. Informed consent from participants will be obtained before the
study would begin, and the data collection process will ensure response confidentiality.
b. Measures
The researcher will collect subordinate data in the form of written questionnaire.
Subordinates will complete measures of extraversion, narcissist, impression management
motivation, and subordinates’ interpersonal citizenship. 5-point Likert-type scale (ranging
from 1 = strongly disagree to 5 = strongly agree) will be used for all study items. All
materials of questionnaire will be written in English.

Extraversion. Extraversion will be measured using the eight-item scale from the Big Five
Inventory Model (John, Donahue, & Kentle, 1991), that has already be validated in earlier
researches (Flynn et al., 2006; Judge, LePine, & Rich, 2006).
Narcissism. Narcissism is normally measured using narcissistic personality inventory (NPI;
Raskin & Terry, 1988) through 40-item forced choice measure. Whoever, this NPI is
relatively long and thus inefficient to administer. As a consequence, a 16-item version will be
used in the research that is earlier validated by researches (Ames, Rose, & Anderson, 2006).
Other self-report measures for assessing grandiose narcissism include the narcissism
subscale of the California psychological inventory (CPI; Gough & Bradley, 1996; Wink &
Gough, 1990).
Impression management motivation. The study will use 10 items from the Citizenship
Motives Scale (Rioux & Penner, 2001) to evaluate respondents’ impression management
motivation that has already been adopted in prior studies (Grant & Mayer, 2009; Rioux &
Penner, 2001). While measuring the respondents with several behavioral examples of
interpersonal citizenship and they will be asked to rate the importance of each motive when
engaging in interpersonal citizenship.
Interpersonal citizenship. The study will use 6 items, 5 point likert scale to evaluate
respondents’ interpersonal citizenship behavior through peer ratings using the scale that
has been validate in earlier research (Larry J. Williams & Anderson, 1991 ) .
Organizational citizenship. The study will use 7 items, 5 point likert scale to evaluate
respondents’ organizational citizenship behavior through supervisor’s ratings using the scale
that has been validate in earlier research (Larry J. Williams & Anderson, 1991 ) .
In-role performance. The study will use 7 items, 5 point likert scale to evaluate respondents’
in-role performance through supervisor’s ratings using the scale that has been validate in
earlier research (Larry J. Williams & Anderson, 1991 ) .

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Personality Types as Predictor of Extra-Role and In-Role Performance: The Moderating impact of
Impression Management

9. Data analysis
Results will be discussed in relation to the research hypotheses from calculations using factor
analysis, ANOVA, descriptive statistics and correlations, linear regression analysis, multiple linear
regression analysis to examine relationships between the independent and dependent variables,
and the effects of the moderating variables.

10. Periodization (Insha’Allah)

 Instrument Development & Distribution Fifteen days (April, 2013)
 Data Collection & Analysis One month (April to May, 2013)
 Thesis writing Three Months (June-August, 2013)
 Thesis Submission September, 2013

11. References

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investigation of OCB motives. Paper presented at the annual meeting of the Society for
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Impression Management

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