WHEN AND WHY PEOPLE ENGAGE IN DIFFERENT FORMS OF PROACTIVE BEHAVIOR: INTERACTIVE EFFECTS OF SELF-CONSTRUALS AND WORK CHARACTERISTICS

• 成果类型: Article
• 署名作者: Wu, Chia-Huei; Parker, Sharon K.; Wu, Long-Zeng; Lee, Cynthia
• 署名单位: University of London; London School Economics & Political Science; University of Western Australia; Xiamen University; Northeastern University
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/amj.2013.1064
• 发表日期: 2018
• 页码: 293-323
• 关键词: ORGANIZATIONAL-BEHAVIOR; TASK INTERDEPENDENCE; JOB-PERFORMANCE; Intrinsic motivation; IDIOSYNCRATIC DEALS; OTHER-ORIENTATION; COLLECTIVE SELF; THINGS HAPPEN; PRIVATE SELF; MODEL

摘要

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 was also 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 compared to 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 did 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.