scholarly journals The Cross‐level Moderating Effect of Team Task Support on the Nonlinear Relationship between Proactive Personality and Employee Reflective Learning

2021 ◽  
Author(s):  
Huadong Yang ◽  
Beatrice Heijden ◽  
Helen Shipton ◽  
Chiahuei Wu
Keyword(s):  
Proactive Personality ◽  
Reflective Learning ◽  
Moderating Effect ◽  
Nonlinear Relationship ◽  
Task Support ◽  
Team Task ◽  
The Cross

The Role of Team–Member Exchange in Proactive Personality and Employees’ Proactive Behaviors: The Moderating Effect of Transformational Leadership

2021 ◽  
pp. 154805182110348
Author(s):  
Fong-Yi Lai ◽  
Cheng-Chen Lin ◽  
Szu-Chi Lu ◽  
Hsiao-Ling Chen
Keyword(s):  
Transformational Leadership ◽  
Team Member ◽  
Proactive Personality ◽  
Moderating Effect ◽  
Future Research ◽  
Proactive Behavior ◽  
Team Member Exchange ◽  
Member Exchange ◽  
Proactive Behaviors

This study conceptualizes team–member exchange as a mediator and transformational leadership as a moderator to understand the role of proactive personality in two types of proactive behaviors (affiliative and challenging). Considering the issue of common method variance, data were collected following a multitemporal and multisource research design, and the hypotheses were tested on a sample of 210 participants. The results showed that after controlling leader–member exchange, team–member exchange mediated the relationship between proactive personality and employees’ proactive behaviors. In addition, transformational leadership strengthened the positive relationship between the team–member exchange and challenging proactive behavior. Moreover, transformational leadership had a stronger moderating effect on challenging proactive behavior than affiliative proactive behavior. Strengths, limitations, practical implications, and directions for future research are discussed.

scholarly journals Can I Be Me With You at Work? Examining Relational Authenticity and Discretionary Behaviors in the Workplace

2020 ◽  
pp. 002188632097662
Author(s):  
Kathryn Ostermeier ◽  
Michele N. Medina-Craven ◽  
Kerri M. Camp ◽  
Sara E. Davis
Keyword(s):  
Authentic Leadership ◽  
Organizational Context ◽  
Proactive Personality ◽  
Moderating Effect ◽  
Workplace Relationships ◽  
Discretionary Behaviors ◽  
History Of ◽  
History Of Scholarship ◽  
The Many

Management scholars have long been interested in the topic of authenticity in the workplace, evidenced by the history of scholarship on authentic leadership and the many new authenticity constructs that have emerged. In this article, we take a narrower view of authenticity and focus on relational authenticity in the workplace, which we define as being genuine in workplace relationships. Adapting a validated relational authenticity scale to the organizational context, we explore the ways in which feeling authentic in workplace relationships has ramifications for discretionary behaviors. Specifically, we build on belongingness theory to posit that relational authenticity will result in an increase in engagement in both altruistic and sportsmanship behaviors. We also explore the moderating effect of proactive personality on these relationships. Results from our two-sample study ( N = 352; 500) indicate that relational authenticity is positively associated with engagement in both altruistic and sportsmanship behaviors.

scholarly journals Linking job dissatisfaction, learning motivation, creative work involvement, and proactive personality

2019 ◽  
Vol 17 (1) ◽  
pp. 32-41
Author(s):  
Nikodemus Hans Setiadi Wijaya
Keyword(s):  
Research Data ◽  
Proactive Personality ◽  
Moderating Effect ◽  
Learning Motivation ◽  
Job Dissatisfaction ◽  
Creative Work ◽  
Work Involvement ◽  
Negative Impacts ◽  
The Relationship ◽  
Positive Impacts

This study examines the links among job dissatisfaction, intrinsic and extrinsic learning motivation, and creative work involvement (CWI). It also investigates the moderating effect of proactive personality. The research data were obtained from two surveys conducted four months apart involving 271 employees. Negative impacts of job dissatisfaction on (1) intrinsic learning motivation and (2) CWI were discovered. Positive impacts of both intrinsic and extrinsic learning motivation on CWI were found. Intrinsic learning motivation mediated the relationship between job dissatisfaction and CWI. In addition, proactive personality played moderating roles in the relationships between job dissatisfaction and (1) intrinsic learning motivation, extrinsic learning motivation and (2) CWI.

scholarly journals The effect of job autonomy on innovation behavior

2012 ◽  
Vol 25 (1) ◽  
pp. 215-238
Author(s):  
Deukyoung Ko ◽  
TaeYong Yoo
Keyword(s):  
Job Satisfaction ◽  
Proactive Personality ◽  
Openness To Experience ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Job Autonomy ◽  
Moderating Effects ◽  
The Relationship ◽  
Innovation Behavior

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

Sign in / Sign up

Export Citation Format

Share Document