Proactive climate in a post-reorganization setting: When staff compensate managers' weakness

This study explored the effects of proactive climate on performance in a post-reorganization setting. We hypothesized that proactive climate should have both a direct effect on unit performance and should—in the sense of the “substitutes for leadership” approach—enhance the effect of managers' entrepreneurial attributes (e.g., personal initiative) on unit performance. Hypotheses were tested using data from organizational units, called “centres” (n = 35), of four recently reorganized public transport organizations. Managers provided ratings of centre performance, and centre members assessed their centre's climate. Proactive climate was positively related with performance. Moderated regression analyses revealed significant interaction effects between proactive climate and some centre manager variables; however, the interaction pattern indicated that proactive climate compensated for a low degree of entrepreneurial attributes.

[1]  M. West.  Reflexivity and work group effectiveness:a conceptual integration , 1996 .

[2]  Scott B. MacKenzie,et al.  Do Substitutes for Leadership Really Substitute for Leadership? An Empirical Examination of Kerr and Jermier's Situational Leadership Model , 1993 .

[3]  Patrick M. Wright,et al.  Productivity and extra-role behavior: The effects of goals and incentives on spontaneous helping. , 1993 .

[4]  L. James,et al.  Estimating within-group interrater reliability with and without response bias. , 1984 .

[5]  M. Frese,et al.  Action as the core of work psychology: A German approach. , 1994 .

[6]  M. Frese,et al.  Organizational error management culture and its impact on performance: a two-study replication. , 2005, The Journal of applied psychology.

[7]  E. Weldon,et al.  Processes that mediate the relationship between a group goal and improved group performance. , 1991, Journal of personality and social psychology.

[8]  R. Campbell,et al.  A Theory of Leadership Effectiveness. , 1968 .

[9]  D. Zohar.  A group-level model of safety climate: testing the effect of group climate on microaccidents in manufacturing jobs. , 2000, The Journal of applied psychology.

[10]  Andreas Rauch,et al.  Psychological approaches to entrepreneurial success : A general model and an overview of findings , 2002 .

[11]  John P. Meyer,et al.  The measurement and antecedents of affective, continuance and normative commitment to the organization , 1990 .

[12]  Susan S. White,et al.  Linking service climate and customer perceptions of service quality: test of a causal model. , 1998, The Journal of applied psychology.

[13]  Richard,et al.  Motivation through the Design of Work: Test of a Theory. , 1976 .

[14]  G. Pinchot,et al.  Intrapreneuring: Why You Don't Have to Leave the Corporation to Become an Entrepreneur , 1985 .

[15]  G. Neuman,et al.  Team effectiveness: beyond skills and cognitive ability. , 1999, The Journal of applied psychology.

[16]  M. Frese,et al.  PERSONAL INITIATIVE : AN ACTIVE PERFORMANCE CONCEPT FOR WORK IN THE 21 st CENTURY , 2002 .

[17]  Michael Frese,et al.  Error orientation questionnaire (EOQ): Reliability, validity, and different language equivalence , 1999 .

[18]  D. Zohar.  The effects of leadership dimensions, safety climate, and assigned priorities on minor injuries in work groups , 2002 .

[19]  S. Ray,et al.  Corporate Entrepreneurship: How? , 2006 .

[20]  J. A. Lepine,et al.  Team adaptation and postchange performance: effects of team composition in terms of members' cognitive ability and personality. , 2003, The Journal of applied psychology.

[21]  Gregory G. Dess,et al.  Clarifying the Entrepreneurial Orientation Construct and Linking It To Performance , 1996 .

[22]  Amy Buhl Conn,et al.  Implementing computerized technology: an organizational analysis. , 2001, The Journal of applied psychology.

[23]  R. Hisrich,et al.  Intrapreneurship: Construct refinement and cross-cultural validation , 2001 .

[24]  Michael Frese,et al.  The concept of personal initiative: Operationalization, reliability and validity in two German samples , 1997 .

[25]  Stephen J. Gerras,et al.  Climate as a moderator of the relationship between leader-member exchange and content specific citizenship: safety climate as an exemplar. , 2003, The Journal of applied psychology.

[26]  David A. Hofmann,et al.  A CROSS-LEVEL INVESTIGATION OF FACTORS INFLUENCING UNSAFE BEHAVIORS AND ACCIDENTS , 1996 .

[27]  K. Klein,et al.  The Challenge of Innovation Implementation , 1996 .

[28]  A. Bandura.  Social cognitive theory of self-regulation☆ , 1991 .

[29]  S. Sonnentag.  Expertise in professional software design: a process study. , 1998, The Journal of applied psychology.

[30]  N. Anderson,et al.  Measuring climate for work group innovation: development and validation of the team climate inventory , 1998 .

[31]  J. Colquitt,et al.  Toward an integrative theory of training motivation: a meta-analytic path analysis of 20 years of research. , 2000, The Journal of applied psychology.

[32]  D. Campbell.  The proactive employee: Managing workplace initiative , 2000 .

[33]  William H. Bommer,et al.  Searching for a Needle in a Haystack: Trying to Identify the Illusive Moderators of Leadership Behaviors , 1995 .

[34]  John M. Jermier,et al.  Substitutes for leadership: Their meaning and measurement , 1978 .

[35]  Sven B. Lundstedt,et al.  Managing Innovation and Change , 1989 .

[36]  Cheri Ostroff.  The Effects of Climate and Personal Influences on Individual Behavior and Attitudes in Organizations , 1993 .

[37]  S. Scott,et al.  DETERMINANTS OF INNOVATIVE BEHAVIOR: A PATH MODEL OF INDIVIDUAL INNOVATION IN THE WORKPLACE , 1994 .

[38]  Michael Frese,et al.  The Concept of Personal Initiative: An Overview of Validity Studies , 2001 .

[39]  A. Edmondson.  Psychological Safety and Learning Behavior in Work Teams , 1999 .

[40]  S. Kozlowski,et al.  Multilevel Theory, Research, and Methods in Organizations: Foundations, Extensions, and New Directions , 2000 .

[41]  S. Brooks,et al.  Applied Multivariate Statistics for the Social Sciences , 1993 .

[42]  L. McKay.  Overcoming resistance to change. , 1993, Canadian journal of nursing administration.

[43]  Henry L. Tosi.  A Theory of Goal Setting and Task Performance , 1991 .

[44]  Chris W. Clegg,et al.  Change management: Time for a change! , 2004 .

[45]  M A Griffin,et al.  Linking manager values and behavior with employee values and behavior: a study of values and safety in the hairdressing industry. , 2000, Journal of occupational health psychology.

[46]  David A. Hofmann,et al.  Multilevel Analytical Techniques: Commonalties, Differences, and Continuing Questions. , 2000 .

[47]  Larry E. Toothaker,et al.  Multiple Regression: Testing and Interpreting Interactions , 1991 .

[48]  P. Warr,et al.  Associations between rating content and self-other agreement in multi-source feedback , 2000 .

[49]  Wen Feng,et al.  Research excellence and departmental climate in British universities , 1998 .

[50]  M. Stahl,et al.  INFLUENCE SOURCES OF PROJECT AND FUNCTIONAL MANAGERS IN MATRIX ORGANIZATIONS , 1978 .

[51]  Murray R. Barrick,et al.  Relating member ability and personality to work-team processes and team effectiveness. , 1998 .

[52]  J. Stevens.  Applied Multivariate Statistics for the Social Sciences , 1986 .

[53]  J. L. Pierce,et al.  Toward a Theory of Psychological Ownership in Organizations , 2001 .

[54]  Steven Kerr,et al.  Moderator Variables in Leadership Research , 1986 .

[55]  M. Frese,et al.  4. Personal initiative: An active performance concept for work in the 21st century , 2001 .

[56]  Michael A. West,et al.  Self Perceptions and Perceptions of Group Climate as Predictors of Individual Innovation at Work , 1995 .

[57]  Aneil K. Mishra,et al.  Toward a theory of organizational culture and effectiveness. , 1995 .

[58]  Donald Campbell Pelz,et al.  Some questionnaire measures of employee motivation and morale : a report on their reliability and validity , 1965 .

[59]  M. Frese,et al.  Innovation is not enough: climates for initiative and psychological safety, process innovations, and firm performance , 2003 .

[60]  M. Riketta,et al.  Attitudinal organizational commitment and job performance: a meta‐analysis , 2002 .