Abstract
PurposeThe purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes that this relationship is moderated by a three-way interaction between proactive personality × transformational leadership × growth mindset.Design/methodology/approachThe study is based on survey data from 259 employees of an internationally operating high-tech organization in the Netherlands.FindingsIn line with prior studies, support is found for positive significant relationships of proactive personality and transformational leadership with engagement. Additionally, transformational leadership is found to moderate the relationship between proactive personality and work engagement, but only when employees have a growth mindset.Originality/valueThe study advances the literature that investigates the proactive personality-engagement relationship. Specifically, this study is the first to examine a possible three-way interaction that may deepen the insights for how proactive personality, transformational leadership and growth mindset interact in their contribution to work engagement.
Highlights
How to foster employees’ work engagement is a question that has been studied intensively by academics and professionals alike
In this study, the role of proactive personality, transformational leadership and mindset of employees is examined for their relationship to work engagement
We find in our sample that the main relationships of proactive personality and transformational leadership with work engagement (H1 and H2) are relevant of their own
Summary
How to foster employees’ work engagement is a question that has been studied intensively by academics and professionals alike. Proactive personality has been often connected to engagement (Dikkers et al, 2010; Bakker et al, 2012). Proactivity can be seen as a personality trait that is considered to be an antecedent of engagement (Dikkers et al, 2010; Bakker et al, 2012). Employees, who have a proactive personality, have a relatively stable tendency to intentionally change themselves and their organization in a meaningful way. They are masters of their destiny (Seibert et al, 2001; Bateman and Crant, 1993). This personal inclination is expected to be beneficial to being engaged at the job
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