Proactive personality and career success.

Seibert, Scott E.; Crant, J. Michael; Kraimer, Maria L.

doi:10.1037/0021-9010.84.3.416

Cited by 1,382 publications

(1,338 citation statements)

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(72 reference statements)

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“…Such proactive career behaviors have been shown to influence important individual-level career outcomes, such as promotions and career satisfaction (Seibert, Crant, & Kraimer, 1999;Seibert, et al, 2001) and, for those involved in job search, obtaining employment (Brown, Cober, Kane, Levy, & Shalhopp, 2006;Saks & Ashforth, 1999).…”

Section: John Homer Schaarmentioning

confidence: 99%

Future work selves: How salient hoped-for identities motivate proactive career behaviors.

Strauss¹,

Griffin²,

Parker³

2012

Journal of Applied Psychology

433

615

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Copyright and reuse:The Warwick Research Archive Portal (WRAP) makes the work of researchers of the University of Warwick available open access under the following conditions. Copyright © and all moral rights to the version of the paper presented here belong to the individual author(s) and/or other copyright owners. To the extent reasonable and practicable the material made available in WRAP has been checked for eligibility before being made available.Copies of full items can be used for personal research or study, educational, or not-forprofit purposes without prior permission or charge. Provided that the authors, title and full bibliographic details are credited, a hyperlink and/or URL is given for the original metadata page and the content is not changed in any way. Publisher's statement:© APA and Journal of Applied Psychology. "This article may not exactly replicate the final version published in the APA journal. It is not the copy of record." http://dx.doi.org/10.1037/a0026423 A note on versions:The version presented here may differ from the published version or, version of record, if you wish to cite this item you are advised to consult the publisher's version. Please see the 'permanent WRAP url' above for details on accessing the published version and note that access may require a subscription. Acknowledgements. We are grateful to Adam Grant, Otilia Obodaru, and Heather Vough for their useful comments on an earlier version of this manuscript. 2 FUTURE WORK SELVES: HOW SALIENT HOPED-FOR IDENTITIES MOTIVATE PROACTIVE CAREER BEHAVIORSA Future Work Self refers to an individual"s representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the Future Work Self. An initial study with two samples (N = 397; N = 103) showed that Future Work Self salience was distinct from established career concepts and positively related to individuals" proactive career behavior. A follow up longitudinal analysis, Study 2 (N = 53), demonstrated that Future Work Selves salience had a lagged effect on proactive career behavior. In Study 3 (N = 233), we considered the role of elaboration, a further attribute of a Future Work Self, and showed that elaboration motivated proactive career behavior only when Future Work Self salience was also high. Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior. 3 FUTURE WORK SELVES: HOW SALIENT HOPED-FOR IDENTITIES MOTIVATE PROACTIVE CAREER BEHAVIORSThe future is not a result of choices among alternative paths offered by the present, but a place that is created -created first in the mind and will, created next in activity. The future is not some place we are going to, but one we are creating. The paths are not to be found, but made, and the activity of making them changes both the maker and the destination. John Homer SchaarHistorically, individuals" career management and development were considered to be t...

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Section: John Homer Schaarmentioning

confidence: 99%

Future work selves: How salient hoped-for identities motivate proactive career behaviors.

Strauss¹,

Griffin²,

Parker³

2012

Journal of Applied Psychology

433

615

View full text Add to dashboard Cite

show abstract

“…Second, proactive personality was assessed using a 10-item shortened version of the Proactive Personality Scale (PPS). Seibert et al (1999) presented evidence for the validity and reliability of the shortened scale. Cronbach's alpha was 0.85.…”

Section: Data Models and Empirical Planmentioning

confidence: 99%

Job change without changing job? Exploring job crafting in Spain

Ficapal‐Cusí¹,

Torrent‐Sellens²,

Boada-Grau³

et al. 2014

IN3 work. pap. ser.

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“…Given a greater tendency to undertake explorative search (Laureiro-Martínez et al, 2013), entrepreneurs are also more likely to be driven by curiosity. Compared to employees, managers should score higher on curiosity through their usually better scoring on positive affect (Seibert et al, 1999;Kashdan et al, 2004;Reio and Wiswell, 2000;Reio Jr and Callahan, 2004). One should therefore expect entrepreneurs to be more action-oriented than managers and employees.…”

Section: Links To Occupational Choicementioning

confidence: 99%

The Origins and Extent of Entrepreneurial Action-Orientedness: An Experimental Study

2017

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We test the hypothesis, based on popular and theoretical perspectives, that entrepreneurs are more action-oriented than other occupational groups. We compare their playing strategies in an optimal stopping game using a randomized online experiment among 100s of entrepreneurs, managers and employees. Our experimental results show that entrepreneurs are indeed more action-oriented than others. We theorize that this is driven by their lower levels of loss aversion and higher levels of curiosity. Our empirical test results show that (i) entrepreneurs score indeed higher, on average, than managers and employees on curiosity and lower on loss aversion; (ii) the difference in action-orientedness between entrepreneurs and others vanishes when controlling for individual curiosity levels and (iii) an alternative treatment that provides subjects with counterfactual information (about what would have happened in case of stopping) increases their willingness to stop. Under some assumptions, the combination of these results leads to the conclusion that the higher action-orientedness of entrepreneurs can be linked to their greater curiosity, but not to their lower level of loss aversion. Hence, we find support for the intuitive idea that (curiosity driven) action-orientedness enhances the identification and/or exploitation of opportunities.

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Proactive personality and career success.

Cited by 1,382 publications

References 50 publications

Future work selves: How salient hoped-for identities motivate proactive career behaviors.

Future work selves: How salient hoped-for identities motivate proactive career behaviors.

Job change without changing job? Exploring job crafting in Spain

The Origins and Extent of Entrepreneurial Action-Orientedness: An Experimental Study

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