Evidence for Incremental Validity of Proactive Personality in Predicting Task Performance (original) (raw)
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Toward a Tripartite Model and Measurement of Proactive Personality
Journal of Personality Assessment, 2018
Although proactive personality (Bateman & Crant, 1993), as a relatively stable disposition to bring about change in one's environment, is a central construct in the management and organizational behavior literature, questions have arisen about its definition and structure. To answer these questions, we present a tripartite model of proactive personality consisting of 3 dimensions: perception (i.e., perceiving opportunities for change), implementation (i.e., planning and executing change), and perseverance (i.e., persisting until the change is realized). Exploratory factor analysis informed the construction of a 14-item scale, and confirmatory factor analyses supported the validity of the scale. The new scale demonstrated satisfactory reliability and accounted for significant variance in task performance above that of original proactive personality, personal initiative, conscientiousness, and social desirability. Tripartite proactive personality might provide a more nuanced view of dispositional proactivity and greater predictive power than the original unidimensional proactive personality.
Impact of Proactive Personality on Career Satisfaction
The nature of work and employment is changing due to advancements, complex hierarchal structures and career planning and development needs. This requires the employees to exhibit self-directed, proactive behaviour so that they can cope up with complex situations. The tendency to get involved in proactive behaviour is termed as a construct--proactive personality--by the researchers. Proactive personality is a dimension of proactive behavior construct. Proactive behaviour means to identify the problem and find out the solution. The proactive behaviour has gained considerable attention in research field since past decade. Proactive behavior and personal initiative have become essential for the achievement of both personal and organizational success (Bateman and Crant; 1993).
Proactive personality and proactive behaviour: Perspectives on person-situation interactions
Journal of Occupational and Organizational Psychology
We conducted a field survey of leaders and their followers to examine factors that moderate the relationship between employee proactive personality and proactive behaviour. As hypothesized, random coefficient modelling analysis showed that two situational factorstransformational leadership and a climate of innovation and flexibilitymoderated the relationship between employee proactive personality and proactive behaviour. Conceptually, we draw from situational strength theory to predict the pattern of these interactions. Our findings indicated that organizations desiring proactive employee behaviour would be well advised to take one of three courses of action: select employees with proactive personality who will generally behave proactively regardless of the situation; develop transformational leaders who will motivate, inspire, and support proactive employee behaviour; or cultivate a climate of innovation and flexibility which will create a strong situation that fosters proactivity regardless of employee individual differences.
A validation of the Proactive Personality Scale
2009
In a study, we carried out a validation of the Proactive Personality Scale (PPS; Seibert, Crant, & Kraimer, 1999), that measures the inclination to take action and change the environment to realize one's goals. Participants were 139 employees, working in two companies. The majority of participants were blue-collar workers. The instrument used was a questionnaire. A 7-item version of the scale was constructed. Moreover, by applying confirmatory factor analysis, we demonstrated the distinction between proactivity and other individual difference variables: work-related self-efficacy, selfempowerment, locomotion. Also the predictive validity of the scale was shown. As expected, proactivity influenced organizational citizenship behaviors; it was not correlated instead with organizational commitment and turnover intentions. We discussed this lack of correlation in terms of the category of employees examined (mostly blue-collar workers).
Proactive personality and job performance
International journal of health sciences
The performance of midwives in health service on infants is shown based on the complete KN coverage report and Neonatal Complications treated. Proactive personality became a dominant factor in the increase in the job performance of midwives. The research aims to analyze the effect of proactive personality on job performance in midwives. The analytical research with a cross-sectional study in this research involved 151 midwives as samples that are taken with proportional random sampling. The proactive personality and job performance variables are measured using questionnaires and analyzed using simple linear regression. The analysis results showed that the sig. and t count scores showed that proactive personality has an effect on the job performance of midwives. The regression coefficient also showed that the direction of the variable effect is positive. Midwives with proactive personality are able to push themselves to develop themselves more thereby the performance of midwives in p...
Proactive personality in the context of job complexity
Canadian Journal of Behavioural Science, 2011
This study examined the moderating influence of proactive personality (i.e., a disposition to initiate change in the environment) on the relationship between job complexity and demands-abilities fit (i.e., the extent to which a person's ability level matches the job demands), job satisfaction, and turnover intentions. It was found that for workers with a high proactive personality, moderate-to-high job complexity was positively associated with demands-abilities fit and job satisfaction; negatively with turnover intentions. Conversely, for workers with a low proactive personality, moderate-to-high job complexity was negatively associated with demandsabilities fit and job satisfaction; positively with turnover intentions. Many of the relationships were also curvilinear. This research supports the expansion of work design and job enrichment theories to include individual differences and a consideration of nonlinear relationships.
Proactive personality in the workplace and its relevance in South Africa
2019
Employees are inclined to be passive or proactive, and proactive individuals are particularly valued in situations which call for action beyond that which is accepted as the customary, namely situations requiring contingency actions, as often experienced in the hospitality industry and the allied sectors. As the proactive personality (PP) was conceptualised in the United States of America (USA), and as it is associated with several valuable outcomes, the validation of the concept (via a measure thereof), within the South African context constitutes the aim of this study. South African employees (more than 3 000), across different organisations provided information on their inclinations to be proactive in their respective work contexts. A cross-sectional survey design was used, collecting quantitative data generated through standardised instruments, assessing PP traits, and correlations thereto, in order to test theoretically informed hypotheses. All the measures had acceptable relia...
Proactive personality is an individual difference factor capturing the behavioral tendency toward displaying proactive behaviors to enact positive situational changes. Drawing from the Job Demands-Resources framework and trait activation theory, we conducted two studies to extend the proactive personality literature by responding to calls to explore how and under which circumstances proactive personality affects work outcomes. We found that work proactive personality related to performance (i.e., task performance and counterproductive work behaviors) through its relationship with engagement in a field study of 340 employee-supervisor dyads (study 1). In order to explore what organizational factors can be targeted to intervene or support employees who lack proactive personality, we explored the boundary conditions and organizational circumstances of the proactive personality-engagement relationship. We conducted a multilevel study of 52 teams (study 2) and showed that perceived organizational support and team proactive personality composition (mean) moderated the relationship between individual proactive personality and work engagement. Specifically, this positive relationship was found to be stronger among employees who had low perceived organizational support, and who worked in teams with high team proactive personality means.
Proactive personality and job performance: The role of job crafting and work engagement
Human Relations, 2012
The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands-resources model, we hypothesized that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well. Data were collected among 95 dyads of employees (N = 190), who were working in various organizations. The results of structural equation modeling analyses offered strong support for the proposed model. Employees who were characterized by a proactive personality were most likely to craft their jobs (increase their structural and social job resources, and increase their job challenges); job crafting, in turn, was predictive of work engagement (vigor, dedication, and absorption) and colleague-ratings of in-role performance. These findings suggest that, to the extent that employees proactively adjust their work environment, they manage to stay engaged and perform well.