Proactive personality was expected to moderate the relationship between controllable work and nonwork stressors (e.g., time-based work-family interference) and job/life satisfaction. Moderated multiple regression analyses of survey data from a sample of professionals (N=133) revealed a significant interaction between time-based family interfering-with work and proactive personality predicting life satisfaction and several main effects offering partial support for the hypothesized relationships (alpha<.05). No other interactions between proactive personality and other forms of work-family interference were observed. The benefits of proactive personality may only emerge when personal control over occupational stressors can be exercised.

PurposeThis article aims to test the effectiveness of coaching for middle and executive level managers within a large recruiting organization.Design/methodology/approachParticipants set goals to achieve during a 12‐month coaching programme. The sample consisted of middle managers (n=30) and executive managers (n=29) involved in US Army recruiting. Outcomes included measures of coached participants' achievement of quota and personal goals, and assessment on nine leader competencies and buy‐in over the one‐year coaching period.FindingsCoached managers outperformed un‐coached, but experienced/incumbent counterparts. The strongest impact of coaching on performance was for middle managers and their subordinates (as opposed to executive managers). Both groups of participants demonstrated growth on some dimensions of recruiter‐leader competencies and achievement of self‐set goals.Research limitations/implicationsA small and nontraditional sample of military recruiters was used. Future researchers can build on the approach outlined here to more concretely evaluate the impact of their coaching efforts in other populations.Practical implicationsCoaching all recruiter managers could translate into a return on investment of several thousand additional recruits. In addition, the achievement of personally relevant goals with the help of coaching, the development of leader competencies indicates real benefit associated with this form of goal‐based coaching.Originality/valueWe offer one of the first empirical evaluations of the effectiveness of a goal‐based leader coaching intervention. Practitioners and researchers can benefit from this approach by using it to improve coaching effectiveness and demonstrate value to the clients they serve.

Values gathered from the literature review tend to align well with one another and suggest that within a given sample, CS scores tend to be higher than BO scores, and BO scores tend to be slightly higher than CF scores. (PsycINFO Database Record

Resilience helps determine how people respond to stress. The Response to Stressful Events Scale (RSES) is an existing 22-item measure of resilience. We investigate the psychometric properties of the RSES and develop a 4-item measure of resilience using the most discriminating items from the RSES. Among two samples of military personnel presenting to mental health clinics, we see that the abbreviated resilience measure displays comparable internal consistency and test-retest reliability (versus the existing RSES). Among a sample of deployed military personnel, the abbreviated scale relates to validated measures of psychological strain. The 4-item abbreviated RSES measure is a brief, reliable, and valid measure of resilience.

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