What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success

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

doi:10.1111/j.1744-6570.2001.tb00234.x

Cited by 1,221 publications

(1,253 citation statements)

References 102 publications

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“…Some studies show that individuals high in extraversion report high levels of job satisfaction (Judge et al 2002;Sutin et al 2009). Some studies also show that individuals high in extraversion obtain more promotions (Seibert et al 2001), receive comparatively high incomes (Sutin et al 2009) and have shorter unemployment spells compared to individuals low in extraversion (Kanfer et al 2001). Extraversion means a tendency to seek stimulation and the company of others.…”

Section: Discussionmentioning

confidence: 99%

“…Sutin et al (2009) find that emotionally stable as well as extrovert and conscientious individuals report higher income and higher job satisfaction. Seibert et al (2001) find that extrovert individuals obtain more promotions than non-extrovert individuals, whereas Nyhus and Pons (2005) find agreeableness to be negatively associated with income.…”

Section: Personality and Workmentioning

confidence: 98%

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Can personality predict retirement behaviour? A longitudinal analysis combining survey and register data from Norway

Blekesaune

Skirbekk

2012

Eur J Ageing

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This study investigates how far personality can predict the timing and routes of people's retirement. It uses a large comprehensive Norwegian survey, with larger sample size than earlier related studies, providing estimates of personality based on the five-factor model. The survey data are matched with administrative data, allowing observations of retirement over the [2002][2003][2004][2005][2006][2007] period. The analysis distinguishes between the disability and the nondisability retirements. Retirement is investigated using discrete time, competing risk, logistic regression models amongst individuals aged 50-69. Results indicate that personality predicts disability retirement but not non-disability retirement. Neuroticism increases the risk of disability retirement in women. Agreeableness and extraversion may prevent disability retirement, whereas openness may increase the risk of disability in men. Personality effects are generally consistent across models controlling, or not controlling, for well-known predictors of retirement behaviour including education, income and occupational group. The main exception is that poor health explains the effect of neuroticism on women's disability retirement.

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Section: Discussionmentioning

confidence: 99%

Section: Personality and Workmentioning

confidence: 98%

Can personality predict retirement behaviour? A longitudinal analysis combining survey and register data from Norway

Blekesaune

Skirbekk

2012

Eur J Ageing

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“…In a longitudinal study, proactive personality was positively related to innovation, political knowledge, and career initiative, all of which, in turn, had positive relationships with career progression and career satisfaction (Seibert, Kraimer, & Crant, 2001). Longitudinal socialization research showed that proactive personality predicted newcomers' reports of task mastery (Kammeyer-Mueller & Wanberg, 2003).…”

Section: Proactive Personalitymentioning

confidence: 95%

Linking proactive personality and the Big Five to motivation to learn and development activity.

Major

Turner

Fletcher

2006

Journal of Applied Psychology

468

381

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The authors investigated links between the Big Five, proactive personality, and motivation to learn. Web-based survey data were collected at 2 points in time from 183 employees of a financial services firm. Results showed that proactive personality was, only in part, a composite of Big Five facets, which accounted for 26% of its variance. Structural equation modeling results demonstrated that proactive personality, openness, extraversion, and conscientiousness predicted motivation to learn. In addition, motivation to learn was positively related to objectively assessed development activity. Proactive personality, extraversion, and openness had significant indirect links to development activity. Hierarchical regression results suggested that proactive personality had significant incremental validity in the prediction of motivation to learn over all relevant Big Five facets.Keywords: proactive personality, motivation to learn, five factor model of personality, development activityOngoing changes in the nature of employment relationships and improvements in the use of technology for training have led to two emerging trends in today's work organizations, both of which point to an increasing emphasis on individual responsibility for learning and development. First, changes in the nature of the psychological contract along with increasing emphasis on protean careers, boundaryless careers, and career self-management characterize individual employees as free agents who must be proactive in seeking out and participating in training and development opportunities in order to maintain internal and external market-

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“…Such change-oriented behaviors likely increase their job control. 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).…”

Section: Proactive Personality and Changes In Work Characteristics: Smentioning

confidence: 99%

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

Fay

Fresé

et al. 2014

Journal of Applied Psychology

222

192

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Previous proactivity research has predominantly assumed that proactive personality generates positive environmental changes in the workplace. Grounded in recent research on personality development from a broad interactionist theoretical approach, the present article investigates whether work characteristics, including job demands, job control, social support from supervisors and coworkers, and organizational constraints, change proactive personality over time and, more important, reciprocal relationships between proactive personality and work characteristics. Latent change score analyses based on longitudinal data collected in 3 waves across 3 years show that job demands and job control have positive lagged effects on increases in proactive personality. In addition, proactive personality exerts beneficial lagged effects on increases in job demands, job control, and supervisory support, and on decreases in organizational constraints. Dynamic reciprocal relationships are observed between proactive personality with job demands and job control. The revealed corresponsive change relationships between proactive personality and work characteristics contribute to the proactive personality literature by illuminating more nuanced interplays between the agentic person and work characteristics, and also have important practical implications for organizations and employees.

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What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success

Cited by 1,221 publications

References 102 publications

Can personality predict retirement behaviour? A longitudinal analysis combining survey and register data from Norway

Can personality predict retirement behaviour? A longitudinal analysis combining survey and register data from Norway

Linking proactive personality and the Big Five to motivation to learn and development activity.

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

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