Change-oriented behavior: A meta-analysis of individual and job design predictors

By Sophia V. Marinova, Chunyan Peng, Natalia M. Lorinkova, Linn van Dyne, Dan S. Chiaburu. 2015

127 citations recorded by the source corpus.

Article history: Received 10 December Available online 19 February 2015 We propose and meta-analytically test a theoretical model of individual and job-based predictors of change-orientedbehaviors.Meta-analytictests(106effectsizes,N= 28,402)demonstratethat employee's proactive personality is a stronger predictor of change-oriented behavior than the five-factor model (FFM) personality traits of openness and extraversion. Also, enriched job characteristics (autonomy, complexity, and task significance) are more important in predicting change-oriented behavior, than un-enriched job characteristics (routinization and formalization). Finally, we establish work engagement as a mediator that provides an explanation for how and why proactive personality and enriched job characteristics predict change-oriented behavior. Weprovide both theoreticaland empirical integration of the literature with practicalimplications for managing change-oriented behaviors, which are increasingly recognized as important to both organizational effectiveness and employee career management.

Subfields: Clinical Psychology, Management of Technology and Innovation, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/174ddf8990058708b2266bb055d5ac83ef373985

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In Clinical Psychology

1. David Brougham
2. Jarrod M. Haar

In Organizational Behavior and Human Resource Management

1. David Brougham
2. Jarrod M. Haar

Citations in the corpus

• Work antecedents and consequences of work-life balance: A two sample study within New Zealand (2020, background): “Overall, there is meta-analytic support between these control constructs and beneficial consequences including work outcomes (Marinova et al., 2015; Spector, 1986).”