The Concept of Personal Initiative: An Overview of Validity Studies

By D. Fay, Michael Frese. 2001

458 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/c2a7683e7295e3824caddf6f4c87b3366ad07c1e

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Active on the Job—Proactive in Change (2007, background): “Job control has been found to engender PI by creating opportunities for decision making, responsibility, and enhanced self-efficacy (Fay & Frese, 2001; Ohly, Sonnentag, & Pluntke, 2006; Speier & Frese, 1997).”
(Un)Ethical Behavior and Performance Appraisal: The Role of Affect, Support, and Organizational Justice (2013, methodology): “(1996, 1997) which is a validated measure (see Frese et al. 1996, 1997; Fay and Frese 2001) that other studies have also successfully used (e.”
When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain (2017, background): “…personal initiative scale by Frese, Fay, Hilburger, Leng, and Tag (1997) which has been found to be correlated with Bateman and Crant’s (1993) proactive personality scale at .96 (Fay & Frese, 2001), suggesting that “both personality measures are essentially identical” (Frese & Fay, 2001, p. 158).”
Making Things Happen: A Model of Proactive Motivation (2010, background): “Seo, Barrett, and Bartunek (2004; Seo, Bartunek, & Feldman Barrett, 2009) theorized, and found empirical support for the theory, that positive core affect activates an approach action tendency, and others have shown that positive affect broadens individuals’ momentary action–thought repertoires (Fre”
A cross-national study of work engagement as a mediator between job resources and proactive behaviour (2008, background): “2001) and between a personal initiative questionnaire and an interview (Fay and Frese 2001) are consistently positive, thus confirming their congruent validity.”
Learning at the workplace and sustainable employability: a multi-source model moderated by age (2016, background): “…with a high learning value, expressed by the demands and challenges they entail, exhibit high levels of initiative taking and proactivity (Fay & Frese, 2001; Fay & Kamps, 2006; Parker, Williams, & Turner, 2006), satisfaction and self-efficacy (Gorgievski & Hobfoll, 2008; Luthans & Youssef,…”
Entrepreneurial orientation: A psychological model of success among southern African small business owners (2005, methodology): “The procedure is similar to the situational interview (Latham & Saari, 1984) and had been shown to have good construct validity (Fay & Frese, 2001; Frese, Fay, Hilburger, 326 KRAUSS ET AL.”
When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting (2016, background): “Control perceptions positively affect psychological well-being (e.g. Greenberger et al., 1989), predict personal initiative (Fay and Frese, 2001) and proactive socialization tactics, such as information seeking, socializing and networking (Ashford and Black, 1996).”
Age, proactivity and career development (2008, background): “This study supports efforts by organisations targeted at promoting proactive attitudes and behaviours among their personnel as part of a strategy towards an agile workforce (Dyer and Shafer, 1999; Fay and Frese, 2001; Paauwe, 2004).”