Publication Type

Journal Article

Publication Date

7-2015

Abstract

Using meta-analysis (283 effect sizes from 122 studies), we extend prior qualitative and quantitativereviews of research on proactive personality in a number of meaningful ways. First, we examine thediscriminant and incremental validity of proactive personality using meta-analytic regression analyses.Our results reveal that more than 50% of variance in proactive personality is unrelated to the BigFive personality traits collectively. Also, proactive personality accounts for unique variance in overalljob performance, task performance, and organizational citizenship behaviors, even after controllingfor the Big Five personality traits and general mental ability (for overall job performance and taskperformance). Moreover, we find no subgroup differences in proactive personality, highlighting itspotential use in selection contexts. In conclusion, we discuss implications of our findings for researchand practice.

Discipline

Organizational Behavior and Theory | Organizational Communication | Organization Development

Research Areas

Organisational Behaviour and Human Resources

Publication

Human Performance

Volume

28

First Page

351

Last Page

379

ISSN

0895-9285

Identifier

10.1080/08959285.2015.1021041

Publisher

Taylor & Francis (Routledge): STM, Behavioural Science and Public Health Titles / Taylor & Francis (Routledge)

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Additional URL

https://doi.org/10.1080/08959285.2015.1021041

Share

COinS