Abstract

Explanatory mechanisms of the positive impact of proactive personality on relevant individual outcomes have been thoroughly discussed in the literature. That being said, few studies have investigated the supervisor’s leadership style as an explanatory mechanism through which the outcomes of proactive individuals are affected. Drawing insight from Job Demands-Resources (JD-R) theory and followership theory, this paper examines a serial mediation model in which the relationship between proactive personality and two types of job crafting (approach role and resource crafting) is mediated by empowering leadership and work engagement. More specifically, we argue for the capacity of proactive individuals to increase their work engagement by influencing their leaders to embrace an empowering leadership style. Furthermore, empowering leaders are argued to increase employee approach role and resource crafting through increasing employee work engagement. A sample of 298 full-time workers, mainly from Saudi Arabia, participated in the study. The hypotheses were tested using Partial Least Squares Path Modeling (PLS-PM). The findings support the hypothesized relationships. A discussion of the findings, contributions, limitations, and future directions is provided.

摘要

文献中已经彻底讨论了积极人格对相关个人结果的积极影响的解释机制。话虽如此，但很少有研究将主管的领导风格作为影响积极主动个人结果的解释机制。本文从工作需求-资源 (JD-R) 理论和追随者理论中汲取洞察力，研究了一个序列中介模型，其中主动人格与两种类型的工作塑造（方法角色和资源塑造）之间的关系通过授权领导和工作投入。更具体地说，我们主张积极主动的个人有能力通过影响他们的领导接受赋权的领导风格来提高他们的工作参与度。此外，人们认为，赋予领导者权力可以通过提高员工的工作参与度来增加员工的方法角色和资源制作。主要来自沙特阿拉伯的 298 名全职员工参与了这项研究。使用偏最小二乘路径建模 (PLS-PM) 测试假设。研究结果支持假设的关系。提供了对发现、贡献、局限性和未来方向的讨论。