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Interpersonal influence in the workplace: influencing behaviour and 360-degree assessments

机译：在工作场所的人际影响：影响行为和360度评估

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Purpose - The paper aims to present and discuss research into the relationship between influencing behaviour and impact, including gender and seniority differences.rnDesign/methodology/approach - The paper builds on previous articles considering influencing behaviour in the workplace. These articles present a model of interpersonal influence and describe how individual influencing behaviour varies in different contexts. They identified the need for further investigation into the effectiveness of such behaviours in those contexts. This research utilises 360-degree performance assessments as an indicator of the "effectiveness" or impact of workplace influencing behaviours.rnFindings - The findings extend previous work supporting the idea that there are few, if any, influencing behaviours that apply to all situations and highlight the role of expectancies in work place assessments of influencing behaviours.rnResearch limitations/implications - The research highlights ways in which the relationship between influencing behaviour and impact differ according to both the gender and seniority of those seeking to influence. This indicates that the "expectancies" of the influence or target affect perceptions of influencing behaviour and assessments of impact. This is consistent with the model of interpersonal influence previously developed, which includes explicit reference to feedback loops between behaviour, responses and expectancies. This raises further questions as to the impact of expectancies on 360-degree assessment, and the nature and fairness of assessment within organisational performance management systems.rnOriginality/value - This paper challenges the idea that there are influencing strategies and styles that are effective, irrespective of context. It also highlights the role of expectancies within behavioural assessments in the workplace.
机译：目的-本文旨在介绍和讨论影响行为与影响之间的关系的研究，包括性别和资历差异。设计/方法/方法-本文建立在先前考虑工作场所行为影响的文章的基础上。这些文章提供了一种人际影响模型，并描述了个人影响行为在不同情况下如何变化。他们确定有必要在这些情况下进一步调查这种行为的有效性。这项研究利用360度绩效评估作为工作场所影响行为的“有效性”或影响的指标。rn发现-研究结果扩展了以前的工作，支持了很少有影响行为适用于所有情况的想法，并着重强调期望在工作场所影响行为评估中的作用。研究局限/含义-该研究着重说明了影响行为与影响之间的关系因寻求影响者的性别和资历而异的方式。这表明影响或目标的“预期”会影响对影响行为的感知和影响评估。这与先前开发的人际影响模型一致，该模型包括明确引用行为，响应和期望之间的反馈循环。这就对期望值对360度评估的影响以及组织绩效管理系统中评估的性质和公平性提出了进一步的疑问。原始性/价值-本文对以下观点提出了质疑：无论是否有效，都存在影响策略和样式的观念上下文。它还强调了期望在工作场所行为评估中的作用。

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