WHAT DO PROACTIVE PEOPLE DO? A LONGITUDINAL MODEL LINKING PROACTIVE PERSONALITY AND CAREER SUCCESS

By S. Seibert, Maria L. Kraimer, J. Crant. 2001

1,676 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/f1afd2c0098081cbe5a0a0655fa0b77491d0c157

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Job and team design: Toward a more integrative conceptualization of work design (2008, background): “…with high levels of autonomy should lead to higher levels of performance (as the worker would take the initiative to innovate and adapt on the job; Griffin et al., 2007) and satisfaction (as the worker will continually feel challenged in his/her job; Parker & Sprigg, 1999; Seibert et al., 1999).”
Unwrapping the organizational entry process: disentangling multiple antecedents and their pathways to adjustment. (2003, background): “The latter relationship was partially mediated by political knowledge, personal development, and innovation (Seibert et al., 2001).”
Rocking the Boat but Keeping It Steady: The Role of Emotion Regulation in Employee Voice (2013, background): “…previously, existing studies have returned conflicting results about whether voice has a positive, negative, or null relationship with manager performance evaluations and related outcomes (Burris, 2012; Grant et al., 2009; Seibert et al., 2001; Van Dyne & LePine, 1998; Whiting et al., 2008).”
Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study (2009, background): “Potential mediating variables include building a social network (cf., Becherer and Maurer 1999), active career planning ( Seibert et al. 1999, 2001 ), and personal initiative (Parker 1998).”
The future of employee development (2019, background): “Proactivity is important for enhancing employee performance and career advancement (Fuller, Fuller Jr., Kester, & Cox, 2010; Seibert, Kraimer, & Crant, 2001; Seiling, 2001; Thompson, 2005).”
Proactive career behaviours and career success during the early career (2009, methodology): “Finally, our finding that proactive behaviors affect both objective and subjective indicators of career success supports ealier work (e.g. Bozionelos, 2004; Seibert et al. 2001).”
Personality and career success (2007, background): “Seibert, Kraimer, and Crant (2001) found that proactive personality was related to career satisfaction (r ˆ = .27, p .01) but was uncorrelated with salary progression (r ˆ = .11, ns) or promotions (r ˆ = .05, ns).”