Abstract
| Original language | English |
|---|---|
| Pages (from-to) | 293-323 |
| Number of pages | 31 |
| Journal | Academy of Management Journal |
| Volume | 61 |
| Issue number | 1 |
| DOIs | |
| Publication status | Published - 1 Feb 2018 |
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When and why people engage in different forms of proactive behavior : Interactive effects of self-construals and work characteristics. / Wu, Chia-Huei; Parker, Sharon; Wu, Long-Zeng; Lee, Cynthia.
In: Academy of Management Journal, Vol. 61, No. 1, 01.02.2018, p. 293-323.Research output: Contribution to journal › Article
TY - JOUR
T1 - When and why people engage in different forms of proactive behavior
T2 - Interactive effects of self-construals and work characteristics
AU - Wu, Chia-Huei
AU - Parker, Sharon
AU - Wu, Long-Zeng
AU - Lee, Cynthia
PY - 2018/2/1
Y1 - 2018/2/1
N2 - When and why do people engage in different forms of proactive behavior at work? We propose that, as a result of a process of trait activation, employees with different types of self-construal engage in distinct forms of proactive behavior if they work in environments consistent with their self-construals. In an experimental Study 1 (N = 61), we examined the effect of self-construals on proactivity and found that people primed with interdependent self-construals engaged in more work unit-oriented proactive behavior when job interdependence also was manipulated. Priming independent self-construals did not enhance career-oriented proactive behavior, even when we manipulated job autonomy. In a field Study 2 (N = 205), we found that employees with interdependent self-construals working in jobs with high interdependence reported higher work unit commitment and higher work unit-oriented proactive behavior than employees in low interdependent jobs. Employees with independent self-construals working in jobs with high autonomy also exhibited stronger career commitment and more career-oriented proactive behavior than those in jobs with low autonomy. This research offers a theoretical framework to explain how dispositional and situational factors interactively shape people's engagement in different forms of proactive behavior.
AB - When and why do people engage in different forms of proactive behavior at work? We propose that, as a result of a process of trait activation, employees with different types of self-construal engage in distinct forms of proactive behavior if they work in environments consistent with their self-construals. In an experimental Study 1 (N = 61), we examined the effect of self-construals on proactivity and found that people primed with interdependent self-construals engaged in more work unit-oriented proactive behavior when job interdependence also was manipulated. Priming independent self-construals did not enhance career-oriented proactive behavior, even when we manipulated job autonomy. In a field Study 2 (N = 205), we found that employees with interdependent self-construals working in jobs with high interdependence reported higher work unit commitment and higher work unit-oriented proactive behavior than employees in low interdependent jobs. Employees with independent self-construals working in jobs with high autonomy also exhibited stronger career commitment and more career-oriented proactive behavior than those in jobs with low autonomy. This research offers a theoretical framework to explain how dispositional and situational factors interactively shape people's engagement in different forms of proactive behavior.
U2 - 10.5465/amj.2013.1064
DO - 10.5465/amj.2013.1064
M3 - Article
VL - 61
SP - 293
EP - 323
JO - Academy of Management Journal
JF - Academy of Management Journal
SN - 0001-4273
IS - 1
ER -