Just What You Need: the Complementary Effect of Leader Proactive Personality and Team Need for Approval
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- Type
- article
- Published
- 2020-08-01
- Cited by
- 18
- References
- 111
- OpenAlex
- https://openalex.org/W2950900324
- Semantic Scholar
- https://api.semanticscholar.org/CorpusID:189913552
Keywords
Psychology, Team composition, Team effectiveness, Proactivity, Psychological safety
References
- Perceived organizational support and police performance: the moderating influence of socioemotional needs.
- Antecedents of team potency and team effectiveness: an examination of goal and process clarity and servant leadership.
- The Proactive Personality Disposition and Entrepreneurial Behavior among Small Company Presidents
- Explorations in Personality
- Modeling the performance prediction problem in industrial and organizational psychology.
- Intervening to Enhance Proactivity in Organizations: Improving the Present or Changing the Future
- A team-level investigation of the relationship between leader-member-exchange (LMX) differentiation and commitment and performance
- Credit Where Credit is Due: A Field Survey of the Interactive Effects of Credit Expectations and Leaders’ Credit Allocation on Employee Turnover
- Personality and entrepreneurial, professional and leadership motivations
- American presidential proactivity, charismatic leadership, and rated performance
- Generational differences in psychological traits and their impact on the workplace
- Implications of dispositional and process views of traits for individual difference research in leadership
- Substitutes for leadership: Their meaning and measurement
- Need for approval and susceptibility to unintended social influence.
- Individual differences in verbal conditioning, extinction, and awareness.
- A revised measure of approval motivation and its relationship to social desirability.
- Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes
- Leadership and individual differences: At the cusp of a renaissance
- Demonstration and evaluation of a method for assessing mediated moderation
- The 1982 Interpersonal Circle: A taxonomy for complementarity in human transactions.
Cited by
- Transformational leadership, group affective tone, and group member social inferences: A leadership complementarity perspective
- The influence of supervisor proactivity on perceived job demands and job outcomes among information technology subordinates in IT-related service projects
- Seeking approval: adopting impression management tactics upon experiencing workplace ostracism
- Chief marketing officers' future focus and firms' sustainability marketing commitment
- IMPACT OF PROACTIVE PERSONALITY AND CORPORATE SOCIAL RESPONSIBILITY ON JOB PERFORMANCE: MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT
- The influence of team cultural value orientations on norms of conduct in hybrid teams: Implications for team cohesion and performance
- Is leader proactivity enough: Importance of leader competency in shaping team role breadth efficacy and proactive performance
- A theoretical integration of leader emergence and leadership effectiveness: Over, under, and congruent emergence
- Are proactive employees always creative? The roles of political skill and leader-member exchange
- Do proactive peers inhibit employee innovative behavior? The roles of team cooperative climate and sense of power
- Sustainable performance and supply chain leadership in logistic firms: the role of corporate sustainability strategies and digital supply chain
- A blessing and a curse: The influence of showing servant leadership behaviors on leader work engagement
- Ambidextrous leadership and innovation ambidexterity in a business function: the role of managers' psychological capital and proactive personality
- Does shared platform matter? The impact of platform leadership on research innovative behaviors in universities.
- Leaders’ Core Self-Evaluation and Team Performance via Serial Mediation of Relational Identification and Team Potency
- IMPACT OF PROACTIVE PERSONALITY AND CORPORATE SOCIAL RESPONSIBILITY ON JOB PERFORMANCE: MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT
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