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In accordance with the similarity attraction paradigm, this paper investigates when and how proactive employees can be rated as proactive performers by proposing supervisor-subordinate marital status similarity as a relational moderator and leader-member exchange as the mediator. It therefore advances understanding of performance evaluation of proactive employees. Data from a sample of 471 Chinese employees and their 161 supervisors are used to examine the models hypothesized. The results show that LMX mediates the interaction effect between a proactive personality and supervisor-subordinate marital status similarity on supervisors’ evaluations of proactive performance. When proactive employees and their supervisors have similar (dissimilar) marital status, the indirect relationship between proactive personality and supervisor-rated proactive performance via LMX is stronger (weaker). Theoretical and practical implications are discussed.

Are proactive employees proactive performers? the moderating role of supervisor-subordinate marital status similarity