Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study

By Tae-Yeol Kim, Alice H. Y. Hon, J. Crant. 2009

398 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/c521cd2420a7b01314c3d21d6df85204ab9244e5

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Proactive Personality and Employee Creativity: The Effects of Job Creativity Requirement and Supervisor Support for Creativity (2010, background): “In addition, South Koreans have a faith in the fundamental connectedness of human beings to each other and recognize that one’s thoughts, feelings, and behaviors are contingent on what others think and feel, and how they behave (Markus & Kitayama, 1991).”
Proactive Personality and Creative Behavior: Examining the Role of Thriving at Work and High-Involvement HR Practices (2020, background): “Previous investigations, including a meta-analysis, have established a positive direct link between proactive personality and creative behavior (e.g., Fuller & Marler, 2009; Kim et al., 2009; Li, Liu, Liu, & Wang, 2017).”
Who Earns More and Why? A Multiple Mediation Model from Personality to Salary (2011, background): “Although, there were several calls to identify respective intervening mechanisms (e.g., Johnson 2003; Kim et al. 2009 ), we found only two studies that analyzed the influence of personality on salary mediated by third variables.”
Explaining benefits of employee proactive personality: The role of engagement, team proactivity composition and perceived organizational support (2017, neutral): “…team, and organization levels, including job performance (e.g., Chan, 2006; Li, Liang, & Crant, 2010; Thomas, Whitman, & Viswesvaran, 2010), creativity (Kim, Hon, & Crant, 2009), positive work attitudes and perceptions (Chan, 2006), and newcomer adaptation (Chan & Schmitt, 2000; Kim et al., 2009).”
Shaping Environments Conductive to Creativity (2012, background): “…Zhou 2003), supervisory task feedback (Shalley and Perry-Smith 2001; Zhou and George 2001), job creative requirement (Kim, Hon, and Lee 2010), individual differences such as proactive personality (Kim, Hon, and Crant 2009), and a process of goal or learning orientation (Gong, Hunag, and Farh 2009).”
Investigating the Uniqueness and Usefulness of Proactive Personality in Organizational Research: A Meta-Analytic Review (2015, background): “…for the Big Five (Goldberg, 1992; Goldberg et al., 2006); the short version of the International Personality Item Pool validated by Donnellan, Oswald, Baird, and Lucas (2006); the Hogan Personality Inventory (Hogan & Hogan, 1995); or Gosling, Rentfrow, and Swann’s measure for the Big Five (2003).”
Perceived organizational support, employee creativity and proactive personality: The mediating effect of meaning of work (2018, background): “The creativity of employees in an organization depends significantly on two different factors: career satisfaction andperceived self-esteem (Kim et al., 2009).”