Ambitious employees: Why and when ambition relates to performance and organizational commitment

• DOI: 10.1016/j.jvb.2021.103576
• Publication Date: 2021-04-07T05:46:08Z
• Authors: Andreas Hirschi; Daniel Spurk
• Keywords: Supervisor; Spouse; Affective events theory

It is often assumed that ambition has important workplace outcomes, but empirical research only partially addressed this issue and frequently relied on imprecise measures of ambition. In two studies, based an improved measure as a general disposition, we clarified how, why, when relates to performance evaluations organizational commitment outcomes. Study 1 suggests significant reputation effects in self-rated was positively related rated by supervisors spouse/life partners, 100 employee-supervisor-spouse/life partners triads. Moreover, supervisor-rated ambition, not significantly higher job promotability, beyond employee-rated proactivity generalized self-efficacy. 2 focused outcomes with three-month time-lagged study 194 employees. We found affective achievement striving, especially more career opportunities were perceived. However, controlling for perceived also increased turnover intentions. Overall, the studies suggest among employees generally positive indirectly beneficial individual evaluations, poses some risks retention management.