Abstract Underestimating the effect size of powerful trainable predictors impedes progress in applied psychology. We show that previous studies have systematically underestimated the effect size of political skill with performance at work. Political skill is the capability to accurately read and understand people in the workplace and to use that understanding to influence their behavior in ways that support personal and/or organizational goals. Using the Skill arena–Reputation–Identity/Arena–Blind Spot–Façade (SARI–ABF) bifactor model in a sample of 171 quintuplets (i.e., one target person and four co‐workers), we show that the respective effect sizes ranged between ρ = .46 (career role performance), ρ = .60 (job performance), and ρ = .72 (leader performance). We discuss three additional strengths of the SARI–ABF approach: Consensual predictor construct validation through self–other agreement; predictor–criterion correspondence, and third, promoting perceptions of fairness in practice. Implications for future research to remove the limitations of the present study are discussed.
Lehr et al. (Wed,) studied this question.