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WHY DOES PROACTIVE PERSONALITY PREDICT EMPLOYEE LIFE SATISFACTION AND WORK BEHAVIORS? A FIELD INVESTIGATION OF THE MEDIATING ROLE OF THE SELF‐CONCORDANCE MODEL
Author(s) -
GREGURAS GARY J.,
DIEFENDORFF JAMES M.
Publication year - 2010
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.2010.01180.x
Subject(s) - psychology , personality , life satisfaction , job satisfaction , concordance , social psychology , organizational citizenship behavior , set (abstract data type) , test (biology) , big five personality traits , applied psychology , organizational commitment , medicine , paleontology , computer science , biology , programming language
We integrated the proactive personality and the self‐concordance model literatures to hypothesize and test a model that explicates the processes through which proactive personality relates to employee life satisfaction, in‐role performance, and organizational citizenship behaviors (OCBs). Across 3 time periods, data were collected from 165 employees and their supervisors. Results indicated that more proactive individuals were more likely to set self‐concordant goals and attain their goals, which in turn predicted psychological need satisfaction. Psychological need satisfaction subsequently predicted employee life satisfaction, in‐role performance, and OCBs. Further, goal attainment directly predicted employee life satisfaction. Our results also indicated that proactive personality's relations with employee life satisfaction, in‐role performance, and OCBs were entirely indirect through goal self‐concordance, goal attainment, and psychological need satisfaction.