Proactive Personality Research Articles

A Meta-Analytic Review of Personality and Teacher-Student Relationships.

This meta-analysis provides the first comprehensive synthesis of associations between student and teacher personality traits and the quality of teacher-student relationships. Fifty-five studies met the eligibility criteria, contributing a total of 238 effect sizes. We used multivariate meta-analysis with robust variance estimation (RVE) to model the dependency of effect sizes. Student prosocial behavior (ρ = 0.59) and proactive personality (ρ = 0.48) were the strongest predictors of positive teacher-student relationship quality. All Big Five traits of students, except neuroticism, showed significant positive associations, with all correlations exceeding 0.4 when holding constant with all other moderators. Teacher agreeableness (ρ = 0.31) and conscientiousness (ρ = 0.29) yielded modest associations. Students with less emotional stability or aggressive behaviors were more likely to experience negative teacher-student relationships, such as conflict and dependency. Our findings highlight the critical role of student personality in explaining the quality of teacher-student interactions. Multiple traits appear equally important, as indicated by comparable effect sizes. The literature is relatively limited when it comes to teacher personality. We were unable to examine teacher traits in relation to teacher-student conflict and dependency, but, overall, agreeable and conscientious teacher behaviors appeared to be important for favorable interactions, whereas teacher neuroticism may undermine the quality of such interactions.

Work Readiness Reviewed From Proactive Personality And Psychological Capital

Several factors, including proactive personality and psychological capital, influence work readiness. This study examines the influence of proactive personality and psychological capital on work readiness with a quantitative approach. The subjects of the study are final-year students from the Faculty of Social and Political Sciences at Mulawarman University, consisting of cohorts from 2016-2021, selected using a random sampling technique. The data are collected through scales of work readiness, proactive personality, and psychological capital. The data analysis technique used is multiple linear regression. The collected data were analyzed using the Statistical Package for Social Science (S.P.S.S.) program version 26.0 for Windows. This study's results indicate a significant influence of proactive personality and psychological capital on work readiness, as shown by the major hypothesis results: F = 21.291, R² = 0.428, and p = 0.000. This study concludes that there is a significant influence between proactive personality and psychological capital on work readiness.

Unlocking proactive socialization dynamics: investigating work engagement through social capital resources, the interplay of proactive personality and perceived organizational support

PurposeThis study aims to explore the relationship between proactive socialization behaviors (PSBs) and work engagement, with a specific focus on the mediating role of social capital resources (SCRs). Additionally, it investigates how proactive personality and perceived organizational support (POS) moderate the organizational assimilation of newcomers in Punjab, Pakistan, through the lens of self-determination theory.Design/methodology/approachA cross-sectional survey design was employed, with data collected from diverse organizations across cities in Punjab, Pakistan, including Bhimber, Gujrat, Gujranwala, Lahore, Jhelum, Kharian, Kotla, Mandi Bahauddin, and Sialkot. A total of 1,000 questionnaires were distributed, resulting in 619 valid responses. The sample primarily consisted of individuals with varying levels of work experience, contributing to the diversity of the data. SEM was utilized to analyze the relationships between the studied variables.FindingsResults indicated a significant positive association between PSBs and work engagement among newcomers. SCRs were found to mediate this relationship, suggesting that proactive behaviors help newcomers accumulate social capital, which enhances work engagement. Moreover, the study reveals that proactive personality and POS significantly moderate the relationship between PSBs and work engagement, with stronger positive associations observed among proactive individuals and those perceiving higher organizational support.Practical implicationsThe study underscores the importance of encouraging proactive socialization behaviors and strengthening organizational support systems to foster newcomer engagement and facilitate successful assimilation.Social implicationsUnderstanding these dynamics can lead to the creation of more inclusive and supportive organizational environments, enhancing both individual well-being and organizational effectiveness.Originality/valueThis research offers new insights into the mechanisms through which PSBs impact work engagement, particularly through the accumulation of SCRs, and highlights the importance of proactive personality and organizational support as moderators.

How and when does benevolent leadership promote followers’ proactive customer service behavior?

PurposeThis study aimed to investigate the impact of benevolent leadership on proactive customer service performance by creating a moderated mediation model. The model focuses on the role of harmonious passion as a mediator in the relationship between benevolent leadership and proactive customer service performance as well as the moderating influence of proactive personality on this mediation.Design/methodology/approachThe model was tested using data from 339 immediate supervisor-subordinate pairs in eight five-star hotels in Egypt. Frontline service employees and their immediate supervisors completed separate questionnaires, and the responses were matched using identification numbers.FindingsThe results indicate that harmonious passion fully mediates the positive relationship between benevolent leadership and proactive customer service performance. Additionally, proactive personality was found to moderate the mediated relationship between benevolent leadership and proactive customer service performance through harmonious passion, such that the mediation was stronger for employees with higher proactive personalities.Research limitations/implicationsBy testing the moderated mediation model, this study contributes to our theoretical understanding of the motivational mechanism through which benevolent leadership influences proactive customer service performance.Originality/valueThis research offers initial evidence of the mediating role of harmonious passion in the positive relationship between benevolent leadership and proactive customer service performance. The moderated mediation model extends existing findings by incorporating proactive personality as a significant moderator in explaining the impact of benevolent leadership on proactive customer service performance.

Predicting Mediation Role of Person-Environment Fit on Contextual Performance: Study in Indonesian Correctional Organization

ABSTRACT This study examined the mediating role of person – environment fit in the relationships of perceived organizational support and proactive personality on contextual performance. A total of 171 officers in correctional facilities in Nusakambangan Island returned usable questionnaires. Data were analyzed using SmartPLS 4. Results showed that person – environment fit partially mediated the influence of perceived organizational support and proactive personality on contextual performance. This study contributes to the existing literature by investigating and predicting the mediating role of person – environment fit which was little highlighted by previous research. The study is expected to provide insight, evidence, and knowledge for academics, HR managers, and correctional policymakers that improving officer contextual performance, improving organizational support, and attracting and retaining officers with proactive personalities can increase opportunities for organizations to build strong human resources and in turn contribute to contextual performance that can improve the achievement of organizational effectiveness.

Pioneering Digital Ventures: Investigating Proactive Personality, Education, and Opportunity in Malaysian Higher Education

Digital entrepreneurship has become increasingly important in the context of Industry 4.0. This study explores the connections between digital entrepreneurial intention, proactive personality, entrepreneurial education, and entrepreneurial opportunity among Malaysian public university students. Additionally, it examines the mediating roles of attitudes, subjective norms, and PBC, guided by the TPB. A quantitative research design was employed, collecting data from 250 students, which was then analyzed using SPSS to test the proposed model. The findings reveal that entrepreneurial education and PBC are significant predictors of students’ digital entrepreneurial intention. Moreover, proactive personality, entrepreneurship education, and entrepreneurial opportunity indirectly influence digital entrepreneurial intention via PBC. These results contribute to a more nuanced understanding of the factors driving digital entrepreneurial intention and highlight the importance of fostering educational environments that support entrepreneurship. The study provides valuable insights for educators and policymakers to develop strategies that enhance digital entrepreneurial capacities among students, promoting innovation and self-employment opportunities

Proactive personality and behavior: Opportunities for refining theory and creating a more unified understanding

Proactive personality and behavior: Opportunities for refining theory and creating a more unified understanding

Unwrapping the Influence of Proactive Personality on Job Satisfaction During Organizational Socialization: Examining the Intervening Effects of Newcomers’ Perceptions of Person–Environment Fit

AbstractThis study focuses on the mediating role of person–environment fit on the relationship between proactive personality and job satisfaction, during the organizational socialization stage. Specifically, it tests the role of person–organization fit and person–job fit, operationalized through its specific subdimensions of demands–abilities fit and needs–supplies (N–S) fit in this relationship. Relying upon a predictive design, a sample of 151 trainees completing their final master’s internship in different organizations was used and data were collected in 2 independent phases, at the beginning and after 5 months of their internships. Results showed a positive, significant link between proactive personality and job satisfaction, supporting the validity of this disposition for predicting this key outcome during organizational onboarding. Further mediation analyses revealed that this relationship is mediated by N–S fit. The main implications of these findings are discussed.

Relationship between Proactive Personality, Perceived Social Support, and Career Decision-Making Self-Efficacy among Final-Year Students in Public Universities of Selangor

Relationship between Proactive Personality, Perceived Social Support, and Career Decision-Making Self-Efficacy among Final-Year Students in Public Universities of Selangor

Investigating the Effect of Proactive Personality on Laboratory Safety Attitude of Graduate Students

Investigating the Effect of Proactive Personality on Laboratory Safety Attitude of Graduate Students

Proactive Personality and Entrepreneurial Intention among Internship Nursing Students: A Mediating Role of Individual Improvisation

Proactive Personality and Entrepreneurial Intention among Internship Nursing Students: A Mediating Role of Individual Improvisation

Leadership internal communication and employee creativity; role of symmetrical communication, employee advocacy and proactive personality

Purpose This study aims to examine the relationship between managerial supportive communication, CEO relational communication and symmetrical internal communication. It specifically investigates the mediating role of symmetrical internal communication and employee advocacy, as well as the moderating influence of proactive personality on the link between employee advocacy and employee creativity. Design/methodology/approach A survey was conducted involving 290 full-time employees, and a Partial Least Square Structural Equation Modeling (PLS-SEM) statistical approach was used to assess the proposed relationships. Findings Both managerial supportive communication and CEO relational communication were found to be positively associated with symmetrical internal communication. Furthermore, results indicated that symmetrical internal communication and employee advocacy acted as strong mediators in the hypothesized relationships. Notably, the study also found that the impact of employee advocacy on employee creativity was significantly amplified in cases where employees exhibited a higher degree of proactive personality. Practical implications By emphasizing managerial supportive communication, enhancing CEO relational communication and promoting symmetrical internal communication and employee advocacy, organizations can create an environment conducive to innovation and creativity among employees. Additionally, recognizing the buffering effect of proactive personality on employee advocacy's impact on creativity enables organizations to better tailor their strategies for fostering creativity. Originality/value This research presents a novel contribution to the field by exploring the less-explored relationships between these critical communication factors and employee creativity. It uncovers the mediating and moderating mechanisms, shedding new light on how internal communication dynamics influence creativity. This unique approach provides an original perspective on the role of communication in promoting creativity at workplace.

Moving toward employees' flourishing-at-work, an Indian perspective

PurposeThis study explores the pivotal relationship between humble leadership (HL) and flourishing-at-work (FAW) in the context of the information technology-enabled services (ITes) industry. Specifically, it explores the mediating role of psychological empowerment (PE) and the moderating influence of proactive personality (PP) in this dynamic interplay.Design/methodology/approachData from a comprehensive survey of 342 full-time employees from information technology-enabled services (ITes) organizations in India were meticulously analyzed. Utilizing covariance-based structural equation modeling (CB-SEM) in IBM AMOS 21.0.FindingsThe results illuminate the positive impact of HL on PE, subsequently enhancing FAW among employees. Furthermore, PE was identified as a partial mediator in the relationship between HL and FAW. Intriguingly, this mediation process was found to be significantly stronger when employees exhibited a higher degree of proactive personality.Practical implicationsThis research underscores the critical importance of cultivating humble leadership within organizations. The findings emphasize the potential of targeted training programs aimed at nurturing humble leadership qualities among managerial staff. By doing so, organizations can significantly contribute to the emotional, psychological and social well-being of their employees, ultimately fostering a state of FAW.Originality/valueThis research innovatively links the concepts of humble leadership and FAW within the specific context of the ITes industry. By integrating PE as a mediator and PP as a moderator, this study not only fills a critical gap in existing literature but also provides a robust framework for future research.

The Influence of Organizational Support and Proactive Personality on Employee Creativity Mediated by the Meaning of Work at PT Sumitan Artha Valutama

This research aims to determine the effect of 1) organizational support and proactive personality on the meaning of work, 2) organizational support and proactive personality on employee creativity, 3) meaning of work on employee creativity, 4) organizational support for employee creativity through meaning of work 5) proactive personality on employee creativity through meaningful work. The research was conducted at PT Sumitan Artha Valutama with a research sample of 50 respondents. The sampling technique uses a saturated sample technique. The data analysis method uses descriptive analysis and path analysis. The results of the research show that: 1) there is a positive and significant direct influence of organizational support and proactive personality on the meaning of work, 2) there is a positive and significant direct influence of organizational support and proactive personality on employee creativity, 3) there is a positive and significant direct influence of meaningful support work on employee creativity, 4) there is no influence of organizational support on employee creativity through meaning of work. 5) there is no influence of proactive personality on employee creativity through the meaning of work.

The Influence of Proactive Personality, Social Support and Self-Esteem Towards Career Adaptability Among Full Time Postgraduate Business Faculty Students

This paper studies the relationship between proactive personality, social support and self-esteem on career adaptability among postgraduate business students, in a public university in Malaysia. The study used the quantitative approach and online survey questionnaires to collect data from the business doctoral students. Regression analysis was used to determine the relationship between proactive personality, social support and self-esteem with career adaptability among postgraduate students. The study collected from 214 postgraduate students reported that proactive personality and social support are significant in explaining career adaptability while self-esteem was found not significant in explaining career adaptability. This study sheds light on the factors contributing to postgraduate students’ career adaptability. The main challenge lies in adjusting to the work environment, which is influenced by the workplace and the support from employers, especially the Human Resource (HR) teams. HR can develop strategies to help these students better adapt to their new roles, making their transition into the professional world smoother and more successful.

Unlocking work engagement: harnessing social capital, proactive personalities and POS in newcomers’ organizational socialization

Unlocking work engagement: harnessing social capital, proactive personalities and POS in newcomers’ organizational socialization

From Risk to Reward: Understanding the Influence of Generation Z and Personality Factors on Sustainable Entrepreneurial Behaviour

Entrepreneurial intent has transformed over the last few decades to respond to current environmental, societal and economic challenges. An essential role in this transformation has been bequeathed to Generation Z. This study aims to evaluate the influence of Generation Z personality traits measured by internal locus control, perceived creativity (PC), proactive personality (PP) and sustainable perceived behavioural control (SPBC) on sustainable entrepreneurial intention (SEI) when mediated by Generation Z’s perception of risk. The sample for this study was collected through a data collection instrument in which 505 young people from Portuguese Generation Z participated. A quantitative methodology was applied through the Partial Least Square method. The results show that the personality traits, PC, PP and sustainable perceived control behaviour of Generation Z positively influence their risk perception (RP) and SEI. In turn, RP positively influences the SEI of these young people. No statistically significant relationship was found between the internal locus control of Generation Z youth and RP or SEI. This study is key to expanding identity theory to the context of sustainable entrepreneurship among Generation Z youth, highlighting how RP shapes their entrepreneurial practices. By contributing to the still scarce literature on generational cohorts in the field of entrepreneurial activity, the study offers a valuable empirical analysis of the relationship between personality traits and entrepreneurial intention. In addition, it deepens understanding of the emerging concept of sustainable entrepreneurship, providing important insights for promoting environmentally responsible business practices among younger generations.

Hybrid work stressors and psychological withdrawal behavior: A moderated mediation model of emotional exhaustion and proactive personality

This study proposes a theoretical model of challenge/hindrance stressors of hybrid work on emotional and behavioral reactions based on the conservation of resources theory. We investigate a mediation model by incorporating emotional exhaustion as a mediator to connect the relationship between two stressors and psychological withdrawal behavior. In addition, we identify proactive personality as a key personal resource to moderator the above mediating effects. The two-wave panel data was collected through online questionnaire surveys with a one-month interval. This study targeted at employees worked in the United States and 213 valid questionnaires were collected. Our results show that: (1) challenge/hindrance stressors of hybrid work are positively related to emotional exhaustion; (2) emotional exhaustion mediates the relationship between challenge/hindrance stressors of hybrid work and psychological withdrawal behavior; (3) proactive personality weakens the positive relationship between challenge stressors of hybrid work and emotional exhaustion. However, the moderating effect of proactive personality on the indirect effect of hindrance stressors of hybrid work on psychological withdrawal behavior via emotional exhaustion was not found. The implications of this study for theory and practice are discussed.

Understanding the drivers of innovative work behaviour among millennial employees in India’s IT sector: some exploratory research findings

Purpose The study aims to develop a hierarchical model for innovative work behaviour (IWB) that can capture the complex associations among the factors contributing to IWB within the information technology (IT) sector. To accomplish this, the authors rely on an abductive approach using a graph theoretic model, often called interpretive structural modelling (ISM). Design/methodology/approach After conducting an in-depth literature review and using the Delphi method, the authors identified 12 factors (11 enablers and IWB as an outcome). The authors collected data through the Delphi approach by sending the questionnaire to 11 experts from academia and the IT sector who have extensive experience and knowledge relevant to the study. The authors then used the ISM method to analyse the relationships among these factors and understand their driving forces. Findings Based on the ISM model and the Matrice d'Impacts Croisés Multiplication Appliquée à un Classement analysis, the authors have identified that inclusive leadership, proactive personality and knowledge creation ability are the variables with strong driving power but weak dependence. Conversely, IWB has strong dependence but weak driving power. These findings suggest that to foster IWB, the organisation should prioritise inclusive leadership, proactive personality and knowledge-creation ability to succeed in challenging times. The study’s findings contribute to the social exchange theory, which explains IWB in a dynamic setting. Additionally, the study helps address the significant concerns that most IT companies face during times of crisis. Practical implications The study provides valuable guidance for managers and policymakers who are grappling with the challenges of improving IWB in the IT sector. This study is particularly relevant as the industry is currently navigating an economic recession and facing intense competition from other tech companies launching new products and services. Originality/value This research holds great significance for top executives, line managers and policymakers in the IT industry. It sheds light on the relevance and importance of various factors facilitating millennials' IWB.

Trajectories and predictors of gerontological service career adaptability among health science undergraduates: A longitudinal study

BackgroundIn response to the aging population, it is essential to examine gerontological service career adaptability among health science undergraduates. ObjectivesThis study aimed to clarify the trajectories and predictors of health science undergraduates' gerontological service career adaptability. DesignThis study adopted a longitudinal design. SettingsThis study was conducted at four universities in China. Participants and methodsHealth science undergraduates were recruited via convenience sampling. Data were collected in the third (Stage 1), sixth (Stage 2), and ninth (Stage 3) months of the participants' graduation year. A total of 471 undergraduates completed a three-stage self-report questionnaire that assessed gerontological service career adaptability, career motivation, proactive personality, and practice environment at Stage 1 and gerontological service career adaptability at Stages 2 and 3. The response rate was 76.84 %. Data analyses entailed multiple linear regression, a latent growth mixture model, and multiple logistic regression. ResultsThree subgroups representing different gerontological service career adaptability trajectories were identified: rapidly growing (6.16 %), stably growing (87.47 %), and decreasing (6.37 %). Changes were observed primarily from the third to sixth months of the participants' graduation year. Health science undergraduates with high career motivation and a strongly proactive personality were likely to be in the decreasing group, whereas those with a supportive practice environment were predisposed to belong to the decreasing and stably growing groups. ConclusionsThe health science undergraduates' gerontological service career adaptability trajectories are heterogeneous, with the critical period spanning the third to sixth months of their graduation year. Gerontological service career adaptability grows stably among most undergraduates who have a supportive practice environment. Additionally, gerontological service career adaptability changes easily among undergraduates with high career motivation and a strongly proactive personality. Educators should implement tailored interventions to enhance gerontological service career adaptability based on health science undergraduates' traits.