Study of relationship between proactive personalities and organizational performance in chinese corporations-a focus on the mediating effects of perceived organizational support

Abstract

This paper examined the mediating effects of perceived organizational support on the influences of Chinese company employees' proactive personalities on affective commitment and turnover intention. Using the collected data, an exploratory factor analysis, confirmatory factor analysis, reliability analysis, and correlation analysis were conducted. In addition, the model's goodness of fit was confirmed and the hypotheses were verified using a structural equation. It was found that employees who have proactive personalities have an increased affective commitment and reduces their turnover intention. The effects of a proactive personality on the two outcome variables are mediated by the organizational support provided by a firm. In order to raise Chinese company employees' affective commitment, it is necessary to select employees with highly proactive personalities or educate/train employees to make them proactive. In addition, as perceived organizational support is a key mediator, companies need to provide sufficient intrinsic and extrinsic rewards to their employee. As a proactive personality on its own does not directly influence turnover intention, mediums such as perceived organizational support should be utilized to reduce turnover intention. This study reviewed and integrated preceding research on the effects of proactive personalities and perceived organizational support on affective commitment and turnover intention in Chinese companies. © 2019 Primrose Hall Publishing Group.