Proactive Personality Scale

The Proactive Personality Scale (PPS) is used widely to measure proactive personality. Previous research has evaluated the psychometric properties of the 6-item PPS (hereafter called PPS-6) using classical test theory. There is a need to provide further validity evidence for the PPS-6 using modern test theory. This study evaluated the psychometric properties of the PPS-6 using Rasch analysis. A total of 429 participants completed the PPS-6. Rasch rating scale model (RSM) was used to analyse the data. RSM showed that the PPS-6 fitted the Rasch model well. RSM demonstrated that the PPS-6 functioned as a unidimensional measure with good internal consistency reliability. Items on the PPS-6 did not show any noticeable differential item functioning across gender. RSM showed that the response rating scale of the PPS-6 is suitable. Results suggest that the PPS-6 is a reliable measure for the assessment of proactive personality.

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Psychometric Properties of the Chinese Translation of the Proactive Personality Scale

Psychological Reports ◽

10.2466/pr0.105.1.43-56 ◽

2009 ◽

Vol 105 (1) ◽

pp. 43-56 ◽

Cited By ~ 4

Author(s):

Le Zhou ◽

Junqi Shi

Keyword(s):

Job Performance ◽

Psychometric Properties ◽

Career Satisfaction ◽

Political Skill ◽

Proactive Personality ◽

Personality Factors ◽

Chinese Translation ◽

Personality Scale ◽

Confirmatory Factor ◽

Unidimensional Structure

The purpose of the present study was to examine the psychometric properties of the Chinese translation of the Proactive Personality Scale. Four samples were surveyed. In Sample 1 and Sample 2, exploratory and confirmatory factor analysis results confirmed the unidimensional structure of the 10-item abbreviated version of the scale. In Sample 2, Proactive Personality scores were found to be positively correlated with the personality factors of Extraversion, Conscientiousness, Openness, and Agreeableness, and negatively correlated with Neuroticism. In Sample 3, Proactive Personality was found to be positively related to self-efficacy and political skill. In Sample 4, demographics controlled, Proactive Personality explained significant incremental variance in the employees' self-rated career satisfaction and job performance as rated by immediate supervisors.

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The Mediating Roles of Core Self-Evaluation and Career Exploration in the Association Between Proactive Personality and Job Search Clarity

Frontiers in Psychology ◽

10.3389/fpsyg.2021.609050 ◽

2021 ◽

Vol 12 ◽

Author(s):

Hongrui Zhu ◽

Hua Zhang ◽

Aixian Tu ◽

Siqi Zhang

Keyword(s):

Job Search ◽

Career Exploration ◽

Proactive Personality ◽

Mediating Effects ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Personality Scale ◽

Self Evaluation ◽

Core Self ◽

The Relationship

In recent years, university students’ employment has become an increasingly prominent problem worldwide. Improving the job search clarity of students is a great way to boost job-hunting success. Proactive personality may predict job search clarity through the mediating effects of core self-evaluation and career exploration. However, few studies have explored this relationship and the mediating roles of core self-evaluation and career exploration. To identify the relationship between a proactive personality and job search clarity and the mediating roles of core self-evaluation and career exploration, a cross-sectional survey was conducted. A total of 495 students majoring in nursing completed the questionnaire which consisted of the proactive personality scale, core self-evaluation scale, career exploration survey, and job search clarity scale. Correlation analyses and mediation analyses were conducted using SPSS 24.0 and AMOS 24.0 respectively. This study showed that students higher on the proactive personality scale were more likely to perform better on job search clarity. Core self-evaluation and career exploration have fully mediating effects on the relationship between a proactive personality and job search clarity. Therefore, interventions concentrated on cultivating proactive personality, improving core self-evaluation, and strengthening career exploration would be necessary for increasing job search clarity.

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Following the Ants

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000299 ◽

2017 ◽

Vol 33 (6) ◽

pp. 409-421 ◽

Cited By ~ 10

Author(s):

Anne B. Janssen ◽

Martin Schultze ◽

Adrian Grötsch

Keyword(s):

Short Form ◽

Supervisor Support ◽

Proactive Personality ◽

Work Behavior ◽

Model Fit ◽

Item Selection ◽

Short Version ◽

Innovative Work Behavior ◽

Innovative Work ◽

Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

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