Making Things Happen: A Model of Proactive Motivation

By Sharon K. Parker, Uta K. Bindl, K. Strauss. 2010

1,924 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/f154f7bb47699dc0f7ab4a514fbe778b9e42c2f6

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Proactive motivation and engagement in career behaviors: Investigating direct, mediated, and moderated effects (2013, methodology): “High confidence in one's predictions and capacities to effect change are, therefore, especially important (Parker et al., 2010).”
Proactive Personality at Work: Seeing More to Do and Doing More? (2014, background): “Recently, however, researchers have acknowledged that, in addition to occurring within the domain of extra-role behavior, proactive behavior can manifest in the domain of in-role behavior (also known as task behavior) (e.g., Crant 2000; Parker et al. 2010).”
Proactive personality and job performance: The role of job crafting and work engagement (2012, background): “Consistent with this idea, Parker et al. (2010) proposed that activated positive affect (including the energy and enthusiasm emotions characteristic of the vigor and dedication dimensions of engagement, respectively) promotes an approach action tendency (see Fredrickson, 1998).”
Design Your Own Job Through Job Crafting (2014, background): “The more the envisioned future is central to one’s identity or values, the more one will be motivated to bring about that future (Parker et al., 2010, p. 837).”
Sustainable careers: introductory chapter (2015, background): “A sustainable career is thus one that endures over time and that is characterized by development, conservation and renewal of the working individual’s careerrelated resources, including human and social capital (for example, skills, credentials, reputation, relationships) as well as personal charact”
Cross-Level Influences of Empowering Leadership on Citizenship Behavior (2017, background): “For example, previous research has proposed (Parker et al., 2010) and empirically supported (Burnett et al.”
When and Why People Engage in Different Forms of Proactive Behavior: Interactive Effects of Self-construals and Work Characteristics (2017, background): “Our focus on the role of self-construals in shaping proactive behavior supports the notion that “A … reason to set and strive for proactive goals is to fulfill important life goals or express values that are central to the self” (Parker et al., 2010, p. 837).”
Too much of a good thing: Curvilinear effect of positive affect on proactive behaviors (2014, methodology): “Second, from a methodological positive, the type of positive affective experiences described by Parker et al. (2010) such as enthusiasm, excitement, and emotional energy are similar to those described by the subjective vitality scale (sample items: “I feel alive and vital at work” and “I have…”
When and why do individuals craft their jobs? The role of individual motivation and work characteristics for job crafting (2016, methodology): “Parker et al. (2010) argued that self-efficacy relates positively to proactive behavior because when individuals believe they will be successful, they are willing to take the psychological risk of engaging in proactive behaviors.”