LSE has developed LSE Research Online so that users may access research output of the School. Copyright © and Moral Rights for the papers on this site are retained by the individual authors and/or other copyright owners. Users may download and/or print one copy of any article(s) in LSE Research Online to facilitate their private study or for non-commercial research. You may not engage in further distribution of the material or use it for any profit-making activities or any commercial gain. You may freely distribute the URL (http://eprints.lse.ac.uk) of the LSE Research Online website. This document is the author's final accepted version of the journal article. There may be differences between this version and the published version. You are advised to consult the publisher's version if you wish to cite from it. 1 WHEN AND WHY PEOPLE ENGAGE IN DIFFERENT FORMS OF PROACTIVE BEHAVIOR: INTERACTIVE EFFECTS OF SELF-CONSTRUALS AND WORK CHARACTERISTICS ABSTRACTWhen 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.Keywords: Self-construal, Job design, Proactive behavior, Trait activation, Commitment 3 WHEN AND WHY PEOPLE ENGAGE IN DIFFERENT FORMS OF PROACTIVE BEHAVIOR: INTERACTIVE EFFECTS OF SELF-CONSTRUALS AND WORK CHARACTERISTICSThere is a pressing need for proactive behavior in today's global work context (Crant, 2000).It has become increasingly important to anticipate opportunities and initiate actions to operate effectively in complex and uncertain work environments (Campbell, 2000;Griffin, Neal, & Parker, 2007). Consequently, scholars have investigated proactive behavior, defined as "self-initiated and future-oriented action that aims to change and improve the situation or oneself" (Parker, Williams, & Turner, 2006, p. 636 Although researchers who focus on co...

importance, quality of life, satisfaction, weighting,

The findings of this study confirmed the importance of taking personality variables into consideration during the process of evaluating job satisfaction. Job satisfaction should not only be related to extrinsic factors but also associated with individual differences of dispositional tendency. Nurses with positive evaluation and expectation towards self and others tend to report higher job satisfaction. The results of this study are consistent with previous studies. The implications for nursing managements are discussed.

Individuals often need to be proactive in order to successfully navigate their career development journeys.To what extent one is vocationally proactive has critical implications for his or her attitudes, behaviors, and other outcomes in career and work-related settings.However, research in career proactivity has been accumulating from divergent perspectives, resulting in a substantially fragmented literature that has not been comprehensively, objectively synthesized to guide the field to move forward. To advance the domain of career proactivity, this paper synthesizes theoretical and empirical literatures using two major bibliometric analyses. We first analyze the intellectual basis of the career proactivity literature by performing document citation analysis. We then review the developmental trends of main conceptual themes in career proactivity literature using a temporal co-word analysis. Informed by these bibliometric findings, we propose a roadmap for future research highlighting the need to clear up concepts, account for context, develop new meso-level theories, and bridge the domains of organizational behavior and vocational development.