Enhancing career benefits of employee proactive personality: The role of fit with jobs and organizations.

By B. Erdogan, T. Bauer. 2005

407 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/d20818d48ca1cda3ddd6f24f1996e494743add7c

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit (2011, background): “J fit are less likely to be successful in their job (Erdogan and Bauer 2005).”
Taking Teacher Responsibility Into Account(ability): Explicating Its Multiple Components and Theoretical Status (2011, background): “Erdogan and Bauer (2005) also proposed that moderators such as person–environment fit should be considered to better understand the effects of proactive personality.”
Proactive Personality at Work: Seeing More to Do and Doing More? (2014, background): “Although there are many upsides to having a proactive personality, some researchers have asked whether there may also be some costs (Erdogan and Bauer 2005; Grant and Ashford 2008).”
Making Things Happen: A Model of Proactive Motivation (2010, background): “Similarly, in favorable situations, individuals high in proactive personality are more likely to seek feedback (Kim & Wang, 2008) and are more likely to perceive their job as satisfying (Erdogan & Bauer, 2005) than are less proactive individuals.”
Proactive Work Behavior: Forward-Thinking and Change-Oriented Action in Organizations (2011, background): “Erdogan and Bauer (2005) investigated the relationship between dispositional proactivity and career satisfaction, as well as job satisfaction.”
Employee, manage thyself: The potentially negative implications of expecting employees to behave proactively (2010, positive): “Consistent with this notion, Erdogan and Bauer (2005) found that employees with a proactive personality – who are more likely to engage in proactive behaviours – only achieved greater career success when their values were aligned with the values of their organizations and when employees’ job skills…”
Proactive personality, social capital, helping, and turnover intentions (2011, background): “benefit by advancing faster in an organization, finding better jobs, and having better career paths (e.g. Fuller and Marler, 2009; Brown et al., 2006; Erdogan and Bauer, 2005; Seibert et al., 2001).”
Human resource practices, organizational commitment and intention to stay (2008, background): “typically distinguished between subjective and objective P-O fit (Erdogan and Bauer, 2005; Huang et at., 2005), we have focused on subjective P-O fit for practicality reasons.”