Change driven by nature: A meta-analytic review of the proactive personality literature

Reciprocal relationship between proactive personality and work characteristics: A latent change score approach.

“…Indeed, proactive people are reported to make positive work changes by making constructive suggestions (Parker & Collins, 2010), negotiating idiosyncratic deals (Hornung, Rousseau, & Glaser, 2008), and taking career initiatives (Seibert et al, 2001). A meta-analysis showed a corrected cross-sectional correlation of .28 between proactive personality and job control (Fuller & Marler, 2009). …”

“…Furthermore, recent meta-analyses (Fuller & Marler, 2009;Tornau & Frese, 2013) show that most studies have provided only cross-sectional tests of the relationship and have rarely examined proactive personality's capacity to alter people's work, a core characteristic of being proactive. (See Seibert, Kraimer, & Crant, 2001, for a notable exception.…”

Enhancing a Sense of Competence at Work by Engaging in Proactive Behavior: The Role of Proactive Personality

“…Empirically, studies have also found a direct and positive association between proactive personality and proactive behavior (see Fuller & Marler, 2009, for a meta-analytic review). Because the link between proactive personality and proactive behavior has been well established, we thus do not offer a formal hypothesis regarding this link.…”

X-factor for innovation : identifying future excellent professionals

“…Based on this study we argue that this personality trait deserves more research attention, which is in line with recent meta-analyses linking proactive personality to contemporary outcomes (Fuller & Marler, 2009;Thomas et al, 2010).…”

“…Proactive individuals are more likely to behave in ways that are consistent to their proactive nature when the context stimulates their disposition . The interaction effect of personality and context was found in several studies (Fuller & Marler, 2009;Kim, Hon, & Lee, 2010;LePine & Van Dyne, 2001;Parker & Sprigg, 1999). Parker and Sprigg (1999) for example found that only individuals with a proactive personality responded positively (low strain) to jobs with high demands and high control.…”