Proactive Behavior in Organizations

By J. Crant. 2000

2,660 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/7348fc720a0f43f15b7461ef009129b947cf6e38

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Proactive personality, social capital, helping, and turnover intentions (2011, background): “This perspective can extend our understanding of proactive personality beyond existing domains such as career and job mobility (Crant, 2000; Fuller and Marler, 2009).”
Career self-management: its nature, causes and consequences (2004, background): “Some people will experience a greater motivation arousal to attempt to exert control; such people might be considered to exhibit a more proactive personality (Crant, 2000).”
When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting (2016, background): “Hence, job crafting is a kind of self-oriented proactive behavior (Belschak and Den Hartog, 2010; Crant, 2000; Grant and Ashford, 2008; Parker et al., 2010) with which individuals improve their fit with their job, revise the meaning of their work and change their work identity.”
Workplace gossip and frontline employees’ proactive service performance (2019, background): “Crant (2000) proposed that research on proactivity may consider proactivity processes including mediators.”
Developing the next generation of entrepreneurs: Giving students the opportunity to gain experience and thrive (2015, background): “Crant (2000) defined proactive behaviour as an individual’s initiative to improve on or to create entirely new circumstances.”
How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX, Empowerment, and Proactive Personality (2017, background): “Moderating Role of Proactive Personality Proactive personality refers to a behavioral tendency to identify opportunities to enact change and manipulate the environment to act on such opportunities (Crant 2000).”
Voice Climate, Supervisor Undermining, and Work Outcomes (2015, background): “…to issues such as global competition, rapid rates of innovation, and organizational downsizing, organizations have greater employee performance standards, as today’s employees are expected to be more proactive and involved in their work (Crant, 2000; Frese & Fay, 2001; Ilgen & Pulakos, 1999).”
Recovery, work engagement, and proactive behavior: a new look at the interface between nonwork and work. (2003, background): “To show flexibility, to meet customer demands, and to compete in the global economy, organizations need employees who go beyond narrow task requirements and who approach work proactively by taking initiative and actively pursuing learning (Crant, 2000; Frese et al., 1996; Parker, 2000).”
Initial mental representations of design problems: Differences between experts and novices (2013, background): “As little is known about the role of knowledge, skills and abilities in proactive behavior (Grant & Ashford, 2008; Crant, 2000), such a finding is a significant one.”
Organizational socialization tactics and newcomer proactive behaviors: An integrative study (2006, background): “Proactive behavior can be deWned as changing the status quo by taking initiative in order to improve existing circumstances, or to create new ones (Crant, 2000).”
The Effects of Organizational Learning Culture, Perceived Job Complexity, and Proactive Personality on Organizational Commitment and Intrinsic Motivation (2009, background): “Proactive individuals look for opportunities and act on them, show initiative, take action, and are persistent in successfully implementing change (Bateman & Crant, 1993; Crant, 2000).”