Wu, Chia-Huei and Parker, Sharon K. and Wu, Long-Zeng and Lee, Cynthia (2018) 'When and why people engage in different forms of proactive behavior : interactive effects of self-construals and work characteristics.', Academy of management journal., 61 (1). pp. 293-323.
When and why do people engage in different forms of proactive behavior at work? We propose that as a result of a process of trait activation, employees with different types of self-construal engage in distinct forms of proactive behavior if they work in environments consistent with their self-construals. In an experimental Study 1 (n = 61), we examined the effect of self-construals on proactivity and found that people primed with interdependent self-construals engaged in more work unit–oriented proactive behavior when job interdependence was also manipulated. Priming independent self-construals did not enhance career-oriented proactive behavior, even when we manipulated job autonomy. In a field Study 2 (n = 205), we found that employees with interdependent self-construals working in jobs with high interdependence reported higher work unit commitment and higher work unit–oriented proactive behavior compared to employees in low interdependent jobs. Employees with independent self-construals working in jobs with high autonomy also exhibited stronger career commitment and more career-oriented proactive behavior than did those in jobs with low autonomy. This research offers a theoretical framework to explain how dispositional and situational factors interactively shape people’s engagement in different forms of proactive behavior.
|Full text:||(AM) Accepted Manuscript|
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|Publisher Web site:||https://doi.org/10.5465/amj.2013.1064|
|Date accepted:||23 March 2017|
|Date deposited:||13 July 2018|
|Date of first online publication:||30 March 2017|
|Date first made open access:||No date available|
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