Based on a combination of career construction theory (CCT) and conservation of resources (COR) theory, this study proposes and examines a serial mediation model connecting proactive personality with supervisor-rated task performance sequentially through career adaptability and job engagement.,A sample of 177 supervisor–subordinate dyads in the United States participated in the multisource survey, and structural equation modeling was used to test the hypotheses. The proposed indirect effects were evaluated using a bootstrap procedure.,Results indicated that career adaptability mediated the relationship between proactive personality and job engagement, job engagement mediated the relationship between career adaptability and supervisor-rated task performance and career adaptability and job engagement sequentially mediated the relationship between proactive personality and supervisor-rated task performance.,Through an examination of the nomological network pertaining to career adaptability, the results provide strong evidence in support of integrating CCT with COR theory in this research stream. Future studies should continue to expand upon the model presented here by considering potential moderators that might influence certain paths within this relationship network and use longitudinal designs to allow for stronger causal inferences.,Given the central role proactive personality plays in career construction and job engagement, organizations should encourage workers to be more proactive while on the job. This may help engender career adaptability and work engagement among employees – ultimately contributing to organizational success.,This study responds to calls linking career adaptability to supervisory ratings of work performance. In doing so, it advances the literatures on proactive personality and career adaptability by highlighting the importance of considering the tenets of both CCT and COR theory.

中文翻译：

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将职业适应性与主管级任务绩效联系起来：串行调解模型

基于职业建设理论（CCT）和资源节约（COR）理论的结合，本研究提出并检验了通过职业适应性和工作投入依次将主动型人格与主管级任务绩效联系起来的串行调解模型。美国有177个主管－下级二元组参加了多源调查，并使用结构方程模型来检验假设。结果表明，职业适应性介导了主动型人格与工作投入之间的关系，工作敬业度介导了职业适应性与上级评价的任务绩效之间的关系，职业适应性和工作敬业度依次介导了主动型人格与主管评价的任务绩效之间的关系。通过研究与职业适应性相关的名词学网络有力的证据支持在此研究流中将CCT与COR理论整合在一起。未来的研究应继续通过考虑可能影响此关系网络中某些路径的潜在主持人，并使用纵向设计来允许更强的因果推理，来继续扩展此处介绍的模型。鉴于主动型人格在职业建设和工作投入中的核心作用，组织应鼓励员工在工作中更加主动。这可能有助于提高员工的职业适应能力和工作参与度，最终有助于组织的成功。本研究回应了将职业适应能力与工作绩效监督等级联系起来的呼吁。在此过程中，它通过强调考虑CCT和COR理论的宗旨的重要性，推进了关于主动型人格和职业适应性的文献。