EMPLOYEE WORK-ENGAGEMENT AND JOBPERFORMANCE: THE FUNCTION OF EMPLOYEE PROACTIVE-PERSONALITY AND EMPLOYEE JOB-CRAFTING

The article inspects the role of employee proactive personality in “predicting work-engagement and job-performance.” On the foundation of the literatures on “proactive personality and the job demands–resources model,” we hypothesized that personnel with a proactive personality would be most possibly to “craft their very own jobs, in order to continue to be engaged and function well. Data have been collected from 190 employees (N = 190) from various organizations. The results of structural equation modeling analyses offered sturdy support for the proposed model. Employees who were characterized by a proactive behavior were most likely to craft their jobs.” (Increase their structural and social job resources, and increase their job challenges); employee job-crafting, in turn, was predictive of employee work-engagement (vigor, dedication, and absorption) and colleague-ratings of in-role performance. These findings suggest that, to the extent that employees proactively regulate themselves to their work environment, they manage to stay engaged and that influences them to perform well.