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dc.contributor.advisorTurban, Daniel B.eng
dc.contributor.authorWu, Yuxianeng
dc.date.issued2008eng
dc.date.submitted2008 Springeng
dc.descriptionThe entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file.eng
dc.descriptionTitle from title screen of research.pdf file (viewed on June 18, 2009)eng
dc.descriptionVita.eng
dc.descriptionThesis (Ph. D.) University of Missouri-Columbia 2008.eng
dc.description.abstractSocial skill is becoming increasingly important in today's workplace because organizational structures are becoming flatter with more service-oriented positions. Strong social skill can facilitate interpersonal interactions, which can in turn lead to effective job outcomes. Although the change in organizational structures and the importance of social skill have heightened awareness of social skill in organizational outcomes, little is known about what social skill is and its role in influencing work outcomes. In this study, I provide some insight into the definition and measurement of social skill and how social skill influences job and career success outcomes. Based on my review of the social skill literature, I defined social skill as a learnable social behavior used to achieve social goals. Further, I proposed an integrated social skill framework that theorized social skill as a higher-order construct with three sub-factors: social presentation, social scanning, and social flexibility. I conducted three studies to develop a measure of social skill and examine the antecedents and outcomes of social skill. The results, based on over 400 employees, show that personality factors, such as self-monitoring and extraversion, have a positive effect on social skill. The findings also suggest that social skill successfully predicts the number of mentors, mentoring received, social support, organizational citizenship behavior, and job performance. Finally, the findings indicate that social skill should be operationalized as a higher-order construct. The study provides both theoretical and practical implications for researchers and organizations interested in the development of social skill.eng
dc.description.bibrefIncludes bibliographical referenceseng
dc.identifier.merlinb69060010eng
dc.identifier.oclc402616230eng
dc.identifier.urihttps://doi.org/10.32469/10355/5542eng
dc.identifier.urihttps://hdl.handle.net/10355/5542
dc.languageEnglisheng
dc.publisherUniversity of Missouri--Columbiaeng
dc.relation.ispartofcollectionUniversity of Missouri--Columbia. Graduate School. Theses and Dissertationseng
dc.rightsOpenAccess.eng
dc.rights.licenseThis work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 License.
dc.subject.lcshSocial skillseng
dc.subject.lcshInterpersonal relationseng
dc.subject.lcshBusiness etiquetteeng
dc.subject.lcshOrganizational behavioreng
dc.titleSocial skill in the workplace : what is social skill and how does it matter?eng
dc.typeThesiseng
thesis.degree.disciplineBusiness administration (MU)eng
thesis.degree.grantorUniversity of Missouri--Columbiaeng
thesis.degree.levelDoctoraleng
thesis.degree.namePh. D.eng


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