Construct Clean-Up in Proactivity Research: A Meta-Analysis on the Nomological Net of Work-Related Proactivity Concepts and their Incremental Validities

By Katharina Tornau, Michael Frese. 2013

365 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/779babb72cf22b5f77f73bdc8b7bc7effad5fa02

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Citations in the corpus

When and Why People Engage in Different Forms of Proactive Behavior: Interactive Effects of Self-construals and Work Characteristics (2017, background): “Proactive personality describes individual differences in behavioral tendencies for proactivity (Fuller & Marler, 2009; Tornau & Frese, 2013).”
Organizational career growth and subsequent voice behavior: The role of affective commitment and gender (2014, background): “The second objective is based on previous research that has found a relationship between organizational career growth and organizational commitment (Weng et al., 2010) and between affective commitment and employee voice behavior (Tornau and Frese,2013).”
When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain (2017, background): “For example, one pathway through which proactive behavior affects job performance is that it enhances innovation (Tornau & Frese, 2013), and thereby contributes to organizational goals.”
Personal Initiative and Job Performance Evaluations: Role of Political Skill in Opportunity Recognition and Capitalization (2017, methodology): “To ensure that the self-reported measure of personal initiative used was a measure of a behavioral syndrome rather than of personality (i.e., as stated by Tornau & Frese, 2013), we conducted a two-wave study, with a 4-week time interval, assessing 120 participants.”
The relationship between perceived organizational support and proactive behaviour directed towards the organization (2016, background): “…behaviours refer to active, self-initiated, and future-oriented actions that aim to change and improve the current situation before a problem emerges (Crant, 2000; Fay & Frese, 2001; Grant & Ashford, 2008; Parker, Bindl, & Strauss, 2010; Parker, Williams, & Turner, 2006; Tornau & Frese, 2013).”
Beyond motivation: job and work design for development, health, ambidexterity, and more. (2014, background): “A meta-analysis by Tornau & Frese (2013) highlighted the importance of job control and social support in predicting proactive work behavior.”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “The proactive personality predicted challenging prosocial behaviors like voice and taking charge (Thomas, Whitman, & Viswesvaran, 2010; Tornau & Frese, 2013).”
Explaining supervisor–subordinate guanxi and subordinate performance through a conservation of resources lens (2019, background): “In their meta-analysis, Tornau and Frese (2013) found a strong positive relationship between work-related proactivity and performance (r = 0.49).”