A new model of work role performance: Positive behavior in uncertain and interdependent contexts

By Mark A. Griffin, Andrew Neal, Sharon K. Parker. 2007

2,474 citations recorded by the source corpus.

Subfields: Management Science and Operations Research, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/15bcef636aebd1bd3ed5850e92e1316147cf927e

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In Management Science and Operations Research

In Organizational Behavior and Human Resource Management

Citations in the corpus

Organizational resilience and employee work-role performance after a crisis situation: exploring the effects of organizational resilience on internal crisis communication (2020, methodology): “In the model of work-role performance, proficiency refers to the extent to which an individual meets role requirements that can be formalized, planned, and specified in advance (Griffin et al., 2007; Strauss et al., 2009).”
Making Things Happen: A Model of Proactive Motivation (2010, background): “Feeling supported by coworkers (Griffin et al., 2007; Kanfer et al., 2001) or supported by the organization (Ashford et al., 1998) positively relates to various proactive behaviors at work. In a study of wire makers, Parker, Williams, et al. (2006) showed that trust in coworkers was associated with ”
When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain (2017, methodology): “Measures Supervisors rated employees’ proactive work behavior (α = .92) using three items by Griffin et al. (2007) assessing proactive behavior aimed at initiating change in one’s team or work unit.”
How a Learning-Oriented Organizational Climate is Linked to Different Proactive Behaviors: The Role of Employee Resilience (2018, neutral): “2009; Griffin 2007).”
Differential effects of empowering leadership on in-role and extra-role employee behaviors: Exploring the role of psychological empowerment and power values (2010, background): “In work contexts that are characterized by uncertainty and interdependence, employees need to go beyond narrowly defined formalized work roles (Griffin et al., 2007).”
Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study (2009, background): “A recent model of work role performance identified individual proactive behavior as one of nine core work role behaviors ( Griffin et al. 2007 ).”
Making Change Happen (2013, methodology): “In particular, dimensions of work behavior that lie beyond what has been traditionally included in the scope of the job are increasingly important (Griffin et al., 2007).”
The role of coachee characteristics in executive coaching for effective sustainability (2013, methodology): “90); (5) coachee job performance used Griffin et al.’s (2007) 27-scale (a1⁄4 0.”
The Modeling and Assessment of Work Performance (2015, background): “Individuals can be quite active (Frese 2008) or proactive (Griffin et al. 2007).”
Employee, manage thyself: The potentially negative implications of expecting employees to behave proactively (2010, background): “In a recent study, Griffin et al. (2007) developed a model of work-role performance that describes proactive behaviours that should contribute to individual, team, and organizational effectiveness.”