We thank Ilhan Erdogan, Fulda Erdogan, and Gulay Erakin for their help in collecting the data reported in this manuscript and Nani Stuckman for her help with data input. This paper was partially supported by a Portland State University Scholarship of Teaching Research Team (STRT) grant. An earlier version of this paper was presented at the 20th Annual Conference of the Society for Industrial and Organizational Psychology (April 2005) in Los Angeles, CA.
ENHANCING CAREER BENEFITS OF EMPLOYEE PROACTIVE PERSONALITY: THE ROLE OF FIT WITH JOBS AND ORGANIZATIONS
Article first published online: 10 NOV 2005
Volume 58, Issue 4, pages 859–891, December 2005
How to Cite
ERDOGAN, B. and BAUER, T. N. (2005), ENHANCING CAREER BENEFITS OF EMPLOYEE PROACTIVE PERSONALITY: THE ROLE OF FIT WITH JOBS AND ORGANIZATIONS. Personnel Psychology, 58: 859–891. doi: 10.1111/j.1744-6570.2005.00772.x
- Issue published online: 10 NOV 2005
- Article first published online: 10 NOV 2005
Organizations increasingly expect employees to demonstrate proactive behaviors. We examined person–organization fit (P–O fit) and person–job fit (P–J fit) as moderators of the relationship between proactive personality and intrinsic career success (job and career satisfaction). We hypothesized that proactive personality would be related to intrinsic career success only to the extent that individuals had high fit with organizations and jobs. In Study 1, using a sample of 295 teachers and 139 of their peers working in 15 elementary and high schools in Turkey, we found that proactive personality was positively related to job satisfaction only for individuals with high P–O fit. Furthermore, proactive personality was positively related to career satisfaction only for individuals with high P–O fit and for individuals with high P–J fit. We replicated the findings for P–O fit as a moderator of personality with respect to job and career satisfaction in Study 2, using a sample of 203 university professors in the United States. We found no support in either sample for P–J fit as a moderator of proactive personality with respect to job satisfaction. In Study 2, we found that research productivity was related to proactive personality differentially for high and low P–J fit tenure-track faculty members.