The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands-resources model, we hypothesized that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well. Data were collected among 95 dyads of employees (N = 190), who were working in various organizations. The results of structural equation modeling analyses offered strong support for the proposed model. Employees who were characterized by a proactive personality were most likely to craft their jobs (increase their structural and social job resources, and increase their job challenges); job crafting, in turn, was predictive of work engagement (vigor, dedication, and absorption) and colleague-ratings of in-role performance. These findings suggest that, to the extent that employees proactively adjust their work environment, they manage to stay engaged and perform well.

Additional Metadata
Keywords in-role performance, JD-R model, job crafting, proactive personality, work engagement
Persistent URL dx.doi.org/10.1177/0018726712453471, hdl.handle.net/1765/72789
Journal Human Relations
Citation
Bakker, A.B, Tims, M, & Derks-Theunissen, D.A.J.A. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10), 1359–1378. doi:10.1177/0018726712453471