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Melissa Albert_Thesis ETD.pdf (525.3 KB)

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Elucidating the Relation of Proactive Personality with Job Crafting: Does Autonomy Matter?

Albert, Melissa A
http://orcid.org/0000-0001-5766-5853
http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1586901063613668

Abstract Details

2020, Master of Arts (MA), Bowling Green State University, Psychology/Industrial-Organizational.
As organizations increasingly modernize and globalize, they depend on employees who can perform in these dynamic environments. Self-driven and agentic employees are, thus, integral to organizations. Employees high in proactive personality, defined as a willingness and desire to assume additional responsibilities and pursue meaningful changes, are well-equipped for these uncertain environments. One way for highly proactive employees to effect change is through job crafting. Job crafting is defined as an ongoing process where employees continuously alter and shape their job tasks and environment. Although job crafting and proactive personality are often discussed in tandem due to the proactive nature of job crafting, proactive personality’s status as a predictor of job crafting is relatively unexplored. Further, it is likely that lack of job autonomy limits engagement in job crafting, and proactive personality and level of autonomy might differentially influence engagement in the three forms of job crafting (task, relational, and cognitive crafting). The current study examined proactive personality as a predictor of task, relational, and cognitive job crafting and tested autonomy as a moderator of these relations. Proactive personality was positively correlated with task, relational, cognitive, and overall job crafting. Proactive personality led to increased job crafting, and the strength of this relation was moderated by level of autonomy. Employees high in proactive personality engaged in all forms of job crafting to a greater extent under high rather than low levels of autonomy. These findings align with the proposition that restriction of autonomy within an organization does not fully prevent engagement in job crafting, but rather that it constrains job crafting.
Scott Highhouse (Advisor)
Eric Dubow (Committee Member)
Samuel McAbee (Committee Member)
68 p.
Occupational Psychology; Organizational Behavior; Personality; Psychology
proactive personality; job crafting; autonomy; situational constraints; task crafting; relational crafting; cognitive crafting; trait activation theory; industrial and organizational psychology; IO psychology; I-O psychology

Recommended Citations

Citations

  • Albert, M. A. (2020). Elucidating the Relation of Proactive Personality with Job Crafting: Does Autonomy Matter? [Master's thesis, Bowling Green State University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1586901063613668

    APA Style (7th edition)

  • Albert, Melissa. Elucidating the Relation of Proactive Personality with Job Crafting: Does Autonomy Matter? 2020. Bowling Green State University, Master's thesis. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1586901063613668.

    MLA Style (8th edition)

  • Albert, Melissa. "Elucidating the Relation of Proactive Personality with Job Crafting: Does Autonomy Matter?" Master's thesis, Bowling Green State University, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1586901063613668

    Chicago Manual of Style (17th edition)

bgsu1586901063613668
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© 2020, all rights reserved.
This open access ETD is published by Bowling Green State University and OhioLINK.