유태용, 민병모 (2001). 다양한 장면에서 수행을 예측하기 위한 5요인 성격모델의 사용가능성과 한계: 국내 연구결과의 통합분석. 한국심리학회지: 산업 및 조직, 14(2), 115-134.
이동하, 탁진국 (2008). 주도성과 핵심자기평가가 경력성공에 미치는 영향에 관한 연구: 경력계획을 매개변인으로. 한국심리학회지: 산업 및 조직, 21(1), 83-103.
황애영, 탁진국 (2010). 주도성이 주관적 경력성공에 미치는 영향: 프로틴 경력지향을 매개변인으로. 한국심리학회지: 산업 및 조직, 24(2), 409-428.
Ashford, S. J., & Black, J. S. (1996). Proactivity during organizational entry: The role of desire for control. Journal of Applied Psychology, 81, 199-214.
Baird, L., & Meshoulam, I. (1984). Strategic human resource management: Implications for training human resource professionals. Training and Development Journal, 38(1), 76-78.
Baird, L., & Meshoulam, I. (1988). Managing Two Fits of Strategic Human Resource Management. Academy of Management Review, 13(1), 116-128.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In: Bollen, K. A. & Long, J. S. (Eds.), Testing Structural Equation Models, 136-162, Beverly Hills, CA: Sage.
Cable, D. M., & Parsons, C. K. (2001). Socialization tactics and person-organization fit. Personnel Psychology, 54, 1-23.
Chen, P., Sparrow P., & Cooper, C. (2016) The relationship between person-organization fit and job satisfaction. Journal of Managerial Psychology, 31, 946-959.
Claes, R., Beheydt, C., & Lemmens, B. (2005). Unidimensionality of abbreviated proactive personality scales across cultures. Applied Psychology: An international review, 54, 476-489.
Crant, M. C. (1995). The proactive personality scale and objective performance among real estate agents. Journal of Applied Psychology, 80, 532-537.
Crant, M. C. (2000). Proactive behavior in organizations. Journal of Management, 26, 435-462.
Fuller, B., & Marler, L. E. (2009). Change driven by nature: A meta-analytic review of the proactive personality literature. Journal of Vocational Behavior, 75, 329-345.
Folkman, S., & Lazarus, R. S. (1980). An analysis of coping in a middle-aged community sample. Journal of Health and Social Behavior, 21, 219-239.
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of applied psychology, 60(2), 159-170.
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
Haueter, J. A., Hoff Macan, T., & Winter, J. (2003). Measurement of newcomer socialization: Construct validation of a multidimensional scale. Journal of Vocational Behavior, 63, 20-39.
Hu, L. & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6, 1-55.
Li, N., Liang, J., & Crant, J. M. (2010). The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective. Journal of Applied Psychology, 95, 395-404.
Major, D. A., Turner, J. E., & Fletcher, T. D. (2006). Linking proactive personality and the Big Five to learn and development activity. Journal of Applied Psychology, 92, 927-935.
Ng, T. W. H., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58, 367-408.
Parker, S. K. (1998). Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interventions. Journal of Applied Psychology, 83, 835-852.
Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreement. Sage Publications.
Resick, C. J., Baltes, B. B., & Shantz, C. A. (2007). Person-organization fit and work- related attitudes and decisions: Examining interactive effects with job fit and conscientiousness. Journal of Applied Psychology, 92, 1446-1455.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84, 416-427.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54, 845-874.
Sun, S. & Van Emmerik, H. IJ. (2015). Are proactive personalities always beneficial? Political skill as a moderator. Journal of Applied Psychology, 100, 966-975.
Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010). Employee proactivity in organizations: A comparative meta-analysis of emergent proactive constructs. Journal of Occupational and Organizational Psychology, 83, 275-300.
Thompson, J. A. (2005). Proactive personality and job performance: A social capital perspective. Journal of Applied Psychology, 90, 1011-1017.
Tucker, L. R., & Lewis, C. (1973). A reliability coefficient for maximum likelihood factor analysis. Psychometrika, 38, 1-10.
Van Maanen, J. & Schein, E. H. (1979). Toward a theory of organizational socialization. In B. M. Staw (Eds.), Research in Organizational Behavior, 209-264. Greenwich, CT: JAI Press.
Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63, 473-489.
Wanberg, C. R., & Kammeyer-Muller, J. D. (2000). Predictors and outcomes of proactivity in the socialization process. Journal of Applied Psychology, 85, 373-385.
- Abstract viewed - 86 times
- PDF downloaded - 58 times
This work is licensed under a Creative Commons Attribution 4.0 International License.
© Korean Journal for Industrial and Organizational Psychology, 2016
How to Cite
The influence of newcomers’ proactive personality on their job satisfaction: its mediating and moderating factors
조직사회화의 조절효과와 개인-조직 부합도의 매개효과 분석
Vol 29 No 4 (2016): Korean Journal of Industrial and Organizational Psychology
Submitted: Jun 5, 2019
Published: Nov 30, 2016
This study investigated mediating and moderating factors on the relationship between newcomers’ proactive personality and job satisfaction. 203 newcomers participated in the survey 6 months after the entry. An additional survey has been conducted right after the entry in order to measure the change in the person-organization fits. Results showed that newcomers’ proactive personality has a positive relation with their job satisfaction. This relationship, however, was moderated by socialization tactics such that it is significant only when the organization employs institutionalized socialization tactics rather than individualized socialization tactics. Finally, newcomers’ proactive personality affected job satisfaction being fully mediated by the change of person-organization fit. These results imply that an individual’s proactive personality can influence the adaptation process to a new organization. It provides practical implications for organizations to effectively design and implement the selection and socialization practices.