Change-oriented behavior: A meta-analysis of individual and job design predictors |
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| Authors: | Sophia V. Marinova Chunyan Peng Natalia Lorinkova Linn Van Dyne Dan Chiaburu |
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| Affiliation: | 1. University of Alabama in Huntsville, 323 Business Administration Building (BAB), 301 Sparkman Drive, Huntsville, AL 35899, USA;2. Ivey School of Business, Western University, 1255 Western Road, Ivey-New Building 2334, London, Ontario N6G 0N1, Canada;3. Department of Management, McDonough School of Business, Georgetown University, Washington, DC 20057, USA;4. Michigan State University, N424 North Business Complex, East Lansing, MI 48824, USA;5. Texas A&M University, Department of Management, Mays Business School, College Station, TX 77843, USA |
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| Abstract: | We propose and meta-analytically test a theoretical model of individual and job-based predictors of change-oriented behaviors. Meta-analytic tests (106 effect sizes, N = 28,402) demonstrate that employee's proactive personality is a stronger predictor of change-oriented behavior than the five-factor model (FFM) personality traits of openness and extraversion. Also, enriched job characteristics (autonomy, complexity, and task significance) are more important in predicting change-oriented behavior, than un-enriched job characteristics (routinization and formalization). Finally, we establish work engagement as a mediator that provides an explanation for how and why proactive personality and enriched job characteristics predict change-oriented behavior. We provide both theoretical and empirical integration of the literature with practical implications for managing change-oriented behaviors, which are increasingly recognized as important to both organizational effectiveness and employee career management. |
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| Keywords: | Change-oriented behavior Job design Proactive personality Work engagement |
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