The moderating effect of perceived job characteristics on the proactive personality-organizational citizenship behavior relationship

Abstract

Purpose

The purpose of this paper is to explore relationships between proactive personality and organizational citizenship behaviors (OCBs). Moderators between these constructs are proposed in order to explain varying levels of dispositional impact on work behavior. These relationships were also tested to see whether proactive personality should be considered a strong or weak trait. Trait activation theory and social exchange theory are used to develop hypotheses.

Design/methodology/approach

Data collected via a targeted sampling strategy from 178 supervisor-subordinate dyads spanning multiple industries and organizations were used. Hypotheses were tested using hierarchical linear regression.

Findings

Results indicate a positive relationship exists between proactive personality and organizationally directed citizenship behaviors, and that this relationship is moderated by both job autonomy and job meaning.

Originality/value

The paper is one of the first to explore the relationship between proactive personality and citizenship behaviors directed at the organization. It also bolsters the strong trait argument by demonstrating that, even in conditions of low autonomy and meaning, highly proactive individuals will still perform OCBs.

Citation

W. Liguori, E., D. McLarty, B. and Muldoon, J. (2013), "The moderating effect of perceived job characteristics on the proactive personality-organizational citizenship behavior relationship", Leadership & Organization Development Journal, Vol. 34 No. 8, pp. 724-740. https://doi.org/10.1108/LODJ-01-2012-0014