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

人们通常认为雄心壮志在工作场所具有重要意义，但是实证研究仅部分解决了这个问题，并且经常依赖于不精确的雄心壮志。在两项研究中，基于对野心作为一种总体倾向的改进衡量，我们阐明了野心如何，为何以及何时与绩效评估和组织承诺成果相关。研究1表明，抱负具有显着的声誉影响，因为基于100名员工-主管-配偶/生活伴侣三元组，自我评价的抱负与主管和配偶/生活伴侣的抱负成正相关。而且，除了员工评价的积极性和普遍的自我效能感之外，主管评价的野心与自我评价的野心没有显着正相关，与更高的主管评价的工作绩效和晋升能力正相关。研究2重点关注组织承诺结果，该研究对194名员工进行了为期三个月的时间滞后研究。我们发现，雄心壮志与取得成就以外的更高的情感组织承诺有着积极的关系，尤其是当人们意识到更多的组织职业机会时。但是，在控制感知到的组织职业机会和成就努力的过程中，雄心壮志也与增加组织离职意图成正比。总体而言，研究表明，员工的野心通常是积极的，对个人的工作绩效评估有间接的好处，但也对组织保留管理带来一些风险。我们发现，雄心壮志与取得成就以外的更高的情感组织承诺有着积极的关系，尤其是当人们意识到更多的组织职业机会时。但是，在控制感知到的组织职业机会和成就努力的过程中，雄心壮志也与增加组织离职意图成正比。总体而言，研究表明，员工的野心通常是积极的，对个人的工作绩效评估有间接的好处，但也对组织保留管理带来一些风险。我们发现，雄心壮志与取得成就以外的更高的情感组织承诺有着积极的关系，尤其是当人们意识到更多的组织职业机会时。但是，在控制感知到的组织职业机会和成就努力的过程中，雄心壮志也与增加组织离职意图成正比。总体而言，研究表明，员工的野心通常是积极的，对个人的工作绩效评估有间接的好处，但也对组织保留管理带来一些风险。雄心壮志还与增加组织更替意图成正比。总体而言，研究表明，员工的野心通常是积极的，对个人的工作绩效评估有间接的好处，但也对组织保留管理带来一些风险。雄心壮志还与增加组织更替意图成正比。总体而言，研究表明，员工的野心通常是积极的，对个人的工作绩效评估有间接的好处，但也对组织保留管理带来一些风险。