Perfectionism, Interactional Justice and Job Performance: A Trait Activation Perspective

Myungsun Kim,Seung Yeon Son,Seckyoung Loretta Kim,Seokhwa Yun

doi:10.3390/su14031117

Abstract

Drawing on trait activation theory, this research explores the intrapersonal consequences of perfectionism in the workplace by examining the relationships between self-oriented perfectionism (SOP) and two distinct job performance dimensions, i.e., task performance and organizational citizenship behavior (OCB) and the moderating role of interactional justice on these relationships. Using field data collected from 121 employee–supervisor dyads in South Korea, we found a unique and incremental predictive power of employee SOP on job performance, specifically task performance. Moreover, the results showed that the interaction effect of employee SOP and interactional justice on OCB was significant, such that the trait of SOP was activated to enhance OCB when interactional justice was low. Theoretical and practical implications are discussed.

Highlights

IntroductionSustainability 2022, 14, As the business culture of today emphasizes meritocracy and competition, perfectionism has received increasing attention from various fields including psychology, education, sport science, medicine and organizational behavior [1,2]
Scholars have identified the Big Five personality traits and self-efficacy as antecedents of job performance [19]. Following this line of research, this study aims to enhance our understanding of job performance, including task performance and organizational citizenship behavior (OCB), by examining an employee’s perfectionism as a potential predictor, focusing on self-oriented perfectionism (SOP)
To fill in the gap, our research explored interactional justice as a situational cue that triggers the trait of SOP to activate and engage in job performance

Summary

Introduction

Sustainability 2022, 14, As the business culture of today emphasizes meritocracy and competition, perfectionism has received increasing attention from various fields including psychology, education, sport science, medicine and organizational behavior [1,2]. To achieve and sustain competitive advantages, organizations often expect and encourage employees to possess the quality of perfectionism, which refers to an individual’s tendency of setting high standards, struggling to reach those standards and assessing oneself rigorously [3]. Considering its unique features, such as the pursuit of excellence and flawlessness, perfectionism is expected to be a powerful predictor of employee attitudes and behaviors [2]. This research aims to bridge the gap in the literature on perfectionism, justice and job performance in organizational settings

Objectives

Methods

Results

Discussion

Conclusion