Influence of proactive personality and career calling on employees’ job performance: A moderated mediation model based on job crafting

Abstract

Purpose: Based on self-determination theory, this study sought to clarify the internal mechanism of the impact of proactive personality and career calling on job performance from both personality traits and intrinsic motivation perspectives, highlight the important role of job crafting as an individual’s proactive behaviour, and demonstrate the supporting role of organisational embeddedness as an external environmental factor.Design/methodology/approach: Hierarchical regression analysis and bootstrap-based path analysis were used to test the above hypotheses on 292 employees in China.Findings/results: The results show that proactive personality and career calling had significant positive effects on employees’ job performance, and job crafting was a full mediator in both paths, with significantly different mediation effects. Organisational embeddedness moderated this mediating effect.Practical implications: This study provides references for employees and organisations to continuously improve their job performance. Organisations need to address job crafting behaviours and create related supporting atmospheres.Originality/value: This study explored the mechanisms that affect career outcomes from both personality traits and intrinsic motivation aspects. The theoretical model verifies the value of individual intrinsic motivation and autonomous behaviour, and confirms the theory of self-determination. The study also extends the existing career theory by breaking through the one-sidedness of the previous theory that emphasises only the role of the organisation, but highlights the crucial importance of employees’ subjective initiatives.

What happened to your calling? The development of calling across college-to-work transition

“…Calling and proactivity were found to be positively related within and across time. Proactivity was found to promote calling through job crafting (Hanan et al, 2021;Yu et al, 2022) and to promote adaptability through calling (Wen et al, 2022). Proactive individuals are future oriented, employ goal management and are motivated by positive influences derived from perceiving situations as challenging and stimulating (Greenglass, 2002;Wanberg et al, 2000).…”

The Role of Psychological Capital on the Effect of High-Performance Work System and Proactive Personality on Job Performance

“…Proactive personality refers to stable personality traits and behavior patterns that allow individuals to exhibit reasonable control in all situations (Yu et al, 2022). People with proactive personalities do not see limitations as hindrances as they are capable of changing their circumstances (Bateman & Crant, 1993).…”

Üniversite öğrencileri için Kariyer Arzusu Path (Yol) Modelinin Kariyer Yapılandırma Kuramındaki Uyum Modeli Kapsamında Test Edilmesi

“…Ayrıca kariyer arzusu duygusu yüksek olan bireylerde otonom motivasyonunun harekete geçtiği ve dolayısıyla onların iş doyumlarını arttırdığı görülmüştür (Huang, Chen, Gao, Wu, Ni, Wang & Sun, 2022). Bunlara ek olarak çalışanların kariyer arzularının yüksek olması onların iş performansı üzerinde olumlu etkilere sahip olduğu gözlenmiştir (Yu, Yan, Dong, Hou & Guan, 2022). Son olarak kariyer arzusu duygusuna sahip olan bireylerin mesleklerini benimsemeleri, iş ve yaşamdan doyum almaları ve kariyerlerine bağlılıkları gibi iş ve genel iyilik halinin göstergelerine sahip olmaları kuvvetle muhtemeldir (Bott, Duffy, Borges, Braun, Jordan & Marino, 2017).…”