Proactive Personality And Job Performance: The Mediating Role Of Organizational Citizenship Behavior

In the current work atmosphere of encouraging authorization and innovation,proactive personality, which was proposed by western scholars, is widely welcomed inenterprises. However, in the related literature, most research about proactivepersonality was undertaken in the western culture background. It is relatively lack ofempirical researches of proactive personality with the data from the Chinese enterpriseemployees. In addition, in the literature the researches about proactive personality andjob performance had consistent findings, but we are still lack of understanding aboutthe effecting process about how proactive personality affects job performance. Underthis background, the study attempts to answer the following two questions:(1) InChinese enterprises, would proactive personality affect the job performance ofemployees?(2) If the Chinese enterprise staff’s proactive personality affects the jobperformance, how this influence happens?Based on the literature review, we put forward a series of research hypothesisabout the relationship between proactive personality, challenging and affiliativeorganizational citizenship behaviors, and job performance. Then, we investigated andgot152research data sample from the Chinese enterprise, and structural equationmodel is used for testing the research hypothesis. We could conclude that the mainconclusion as following. First of all, after excluding the influence of demographyvariables, China enterprise staff’s proactive personality has significant positive influence on their job performance Secondly, analysis results show that challengingorganizational citizenship behavior plays the mediating role in the influence ofproactive personality on job performance. In other words, in some extent proactivepersonality influences job performance through challenging organizational citizenshipbehaviors. Finally, this research found that affiliative organizational citizenship is lackof correlation with job performance and affiliative organizational citizenship is not themediator of proactive personality and job performance.Theoretically, this study extended the influence relationship between proactivepersonality and job performance to China which is under the background of acollective culture, and helps to deepen the understanding of enterprise in China underthe background of the mediating way about how proactive personality affect jobperformance. In addition, this study also helps to understand the difference betweenchallenging and affiliative organizational citizenship behaviors. From the practicalpoint of view, the conclusions of the research also have important guiding significancefor a series of practical problems, such as what kind of staff should be employed, andhow to help the employees with proactive personality achieve higher job performanceand so on,...