Conclusion
Hogan's (1991; Hogan & Shelton, 1998) socioanalytic theory has been instructive and useful to the field for developing a more informed understanding of employee job performance and behavior in organizations. Furthermore, although empirical tests of the theoretical tenets have demonstrated some support, that support has been mixed (e.g., Blickle et al., 2008, 2010; Witt & Ferris,
2003). More careful scrutiny of this empirical work indicates that the use of personality traits as proxies for work values may be problematic in not permitting direct tests of the socioanalytic theory and in producing the mixed results.
The present two-study investigation measured work values directly and thus was aimed at providing a more specific and direct
test of socioanalytic theory, which was extended beyond job performance ratings to also examine effects on contextual performance (i.e., cooperation) and promotability assessments. The results across the two studies provided strong support for the hypotheses, and as such, we hope these results stimulate scholars to pursue further work in this important area of scientific inquiry.