Campus Units

Management

Document Type

Article

Publication Version

Accepted Manuscript

Publication Date

7-10-2015

Journal or Book Title

Human Performance

Volume

28

Issue

4

First Page

351

Last Page

379

DOI

http://dx.doi.org/10.1080/08959285.2015.1021041

Abstract

Using meta-analysis (283 effect sizes from 122 studies), we extend prior qualitative and quantitative reviews of research on proactive personality in a number of meaningful ways. First, we examine the discriminant 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 Big Five personality traits collectively. Also, proactive personality accounts for unique variance in overall job performance, task performance, and organizational citizenship behaviors, even after controlling for the Big Five personality traits and general mental ability (for overall job performance and task performance). Moreover, we find no subgroup differences in proactive personality, highlighting its potential use in selection contexts. In conclusion, we discuss implications of our findings for research and practice.

Comments

This is a manuscript of an article from Human Performance, July 2015, 28(4); 351-379. Doi: http://dx.doi.org/10.1080/08959285.2015.1021041. Posted with permission.

Copyright Owner

Taylor & Francis Group, LLC.

Language

en

File Format

application/pdf