WHY DOES PROACTIVE PERSONALITY PREDICT EMPLOYEE LIFE SATISFACTION AND WORK BEHAVIORS? A FIELD INVESTIGATION OF THE MEDIATING ROLE OF THE SELF‐CONCORDANCE MODEL

By G. J. Greguras, J. Diefendorff. 2010

294 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f8a316e254fb7f7c37c0a7577ba86aaf56e4f103

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

High‐performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality (2018, background): “Moreover, proactive employees effectively regulate their work behaviors and work environments, which contributes to a greater sense of autonomy (Greguras and Diefendorff 2010).”
Monte Carlo Confidence Intervals for Complex Functions of Indirect Effects (2016, unknown): “Greguras & Diefendorff, 2010).”
Whistle While You Work (2012, background): “Multiple discrepancy theory (Michalos, 1985), the self-concordance model (Greguras & Diefendorff, 2010), and Maslow’s (1970) need hierarchy theory would fall under this category.”
A Review of Self-Determination Theory’s Basic Psychological Needs at Work (2016, unknown): “…Brown, Chen, & Yan, 2014), employee well-being (Deci, Ryan, Gagné, Leone, Usunov, & Kornazheva, 2001), person-environment fit (Greguras & Diefendorff, 2009), job design (Van den Broeck, Vansteenkiste, De Witte, & Lens, 2008), and proactive personality (Greguras & Diefendorff, 2010), among others.”
Organizational public value and employee life satisfaction: the mediating roles of work engagement and organizational citizenship behavior (2020, background): “Research has revealed that psychological need satisfaction is a predictor of life satisfaction (Greguras & Diefendorff, 2010).”
Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout (2020, background): “In their study among 165 employees and their supervisors, Greguras and Diefendorff (2010) showed that proactive personality predicted in-role performance and organizational citizenship behaviors (e.g., altruism, courtesy, and sportsmanship), through need satisfaction.”
Impact of Stressors on Employee Performance: Moderating Role of Big Five Traits (2015, background): “…update their knowledge and working skills, and may able to respond and understand politics within 43 company as compared to other individuals (Greguras & Diefendorff, 2010; Seibert, Kraimer, & Crant, 2001) On the basis of these characteristics, it is assumed that they may easily handle heavy…”
Moving the Achievement Goal Approach One Step Forward: Toward a Systematic Examination of the Autonomous and Controlled Reasons Underlying Achievement Goals (2014, background): “Such findings have been replicated in a variety of domains, including work (e.g., Greguras & Diefendorff, 2010), psychotherapy (e.g., Michalak, Klappheck, & Kosfelder, 2004), identity development (Soenens, Berzonsky, Dunkel, Papini, & Vansteenkiste, 2011), and sports (e.g., Smith, Ntoumanis, Duda,…”
A resources perspective on when and how proactive work behaviour leads to employee withdrawal (2019, background): “For example, a longitudinal study by Greguras and Diefendorff (2010) reported a positive relationship between proactivity and different well-being indicators.”
Effective and sustained proactivity in the workplace: A self-determination theory perspective (2014, background): “Greguras and Diefendorff (2010) found that employees high in proactive personality were more likely to Baard and colleagues (Baard, Deci, & Ryan, 2004) found that greater need satisfaction on the job was associated with higher supervisor rated performance in a sample 528 employees of an investment…”
Explaining benefits of employee proactive personality: The role of engagement, team proactivity composition and perceived organizational support (2017, background): “Second, our current understanding of how and when proactive employees unfold their personality traits in achieving desirable work outcomes is incomplete; therefore, researchers have called for more research along this line (Greguras & Diefendorff, 2010; Thompson, 2005).”
My Better Self (2017, methodology): “Work productivity was assessed with Williams and Anderson’s (1991) measure of in-role behaviors, which has been validated and used in previous studies (e.g., Greguras & Diefendorff, 2010; Rasheed, Khan, Rasheed, & Munir, 2015).”
Proactive personality and job performance: The role of job crafting and work engagement (2012, background): “For example, in their study among 165 employees and their supervisors Greguras and Diefendorff (2010) showed that proactive personality predicted in-role performance and organizational citizenship behaviors (e.g. altruism, courtesy, and sportsmanship), through need satisfaction.”
A Profile Approach to Self-Determination Theory Motivations at Work. (2012, unknown): “…autonomy-supportive environments) lead to better well-being and effectiveness than controlled motivations (e.g., external, introjected; Baard, Deci, & Ryan, 2004; Bono & Judge, 2003; Deci et al., 2001; Greguras & Diefendorff, 2010; Ilardi, Leone, Kasser, & Ryan, 1993; Kasser, Davey, & Ryan, 1992).”