Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

Abstract

Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed.

The Role of Talent Management Practices on Employee Innovative Work Behaviour: Moderating Role Transformational Leadership

“…Therefore, transformational leadership acts as a moderator in the relationship of TMP and EIWB in projects, Such that it strengthens the association, is accepted. The study verifies the previous studies (Andriani, 2018;Banks et al, 2016;Boamah et al, 2018;McDonnell, 2010;Abdollahbeigi et al, 2017;Rodrigues, 2019;Tai, 2016.…”

“…Institute finds creativity to be a diverse mix of talents, intelligence, social capabilities and high ability (Asrar, 2018;Bethke et al, 2011). Talent is the product of the organizational movement of individuals, how they join the organisation, how they grow their abilities that activate the actions of subordinates to perform their duties innovatively within the organization (Rodrigues, 2019;Tai, 2016;Battistelli et al, 2014…”

“…An instance of an outside factor is social effect, for instance, the leadership inside the business. Individual opinions and analysis of the leadership are first shaped, starting now and into the foreseeable future certain behavior is appeared (Rodrigues, 2019;Tai, 2016).…”

“…The growing level of competition in world markets, the pace of globalization and the accelerated growth of technology in recent years have driven creativity to be taken into account as an imminent need for any organisation (Rodrigues, 2019). Organizational creativity refers to the development or implementation of a concept or actions within the organisation, thereby effectively executing those (Tai, 2016).…”

The Impact of Perceived Organizational Support and Proactive Personality on Affective Commitment: Mediating Role of Prosocial Motivation

“…It creates many significant and positive outcomes for an organization as well as for an individual; such as individual job performance (Andri et al, 2019;Crant, 1995), leadership effectiveness (Crant & Bateman, 2000), work team performance (Kirkman & Rosen, 1999), innovation-related behaviour (Ng & Feldman, 2013), entrepreneurship (Becherer & Maurer, 1999), thriving at work (Jiang, 2017), employee altruism (Lv et al, 2018), job search (Brown et al, 2006), employee creativity (Kim et al, 2009), job crafting (Zhang et al, 2018), increase in salary, promotion (Seibert et al, 1999), LXM quality and voice behaviour (Wijaya, 2018), career satisfaction (Joo & Ready, 2012), citizenship behaviour (Hua et al, 2019), training outcomes, i.e. behavioural intention and motivation (Major et al, 2006), motivation to learn and transfer intention (Roberts et al, 2018), change in job satisfaction (Kuo et al, 2019), innovative performance (Rodrigues & Rebelo, 2019), work engagement (Dikkers et al, 2010;Lv et al, 2018;Tisu et al, 2020), and life satisfaction (Wang et al, 2018). Proactive personality has also been directly linked to career success.…”