How can proactive personality affect cabin attendants' safety behaviors? The moderating roles of social support and safety climate

Proactive Personality and Construction Worker Safety Behavior: Safety Self-Efficacy and Team Member Exchange as Mediators and Safety-Specific Transformational Leadership as Moderators

Research on the correlation between personality traits and safety behaviors has been thoroughly explored in previous literature. However, most of these studies are based on explaining the relationship between the Big Five personality traits and safety behavior, with few explaining the relationship between proactive personality and safety behavior. This study relies on trait activation theory, social cognitive theory, and social exchange theory to understand the relationship between proactive personality and safety behavior (safety participation and safety compliance) by using safety self-efficacy and team member exchange as mediating variables and safety-specific transformational leadership as moderating variables. Method: Considering the issue of common method bias, a multi-source and multi-stage data collection research design was used to collect 287 valid questionnaires from construction workers in 10 construction projects and apply regression analysis for hypothesis testing. Conclusions: Research results indicated that proactive personality positively and significantly influenced construction workers' safety behaviors, while safety self-efficacy and team member exchange partially mediated the relationship between proactive personality and safety behaviors. In addition, safety-specific transformational leadership enhanced the positive relationship between proactive personality and safety behavior. These findings enrich the research on the correlation between personality traits and safety behaviors of construction workers in a safety context.

The Relationships among Proactive Personality, Work Engagement, and Perceived Work Competence in Sports Coaches: The Moderating Role of Perceived Supervisor Support

Grounded in the job demands-resources model, this study examines the moderating role of supervisor support and the mediating role of sports coaches' work engagement in the relationship between proactive personality and perceived work competence. A total of 261 school sports coaches in Taiwan participated in the study. The results indicated that work engagement positively mediates the relationship between sports coaches' proactive personality and perceived work competence. Separately, supervisor support weakens the link between proactive personality and work engagement but strengthens the relationship between work engagement and perceived work competence; however, taken together, supervisor support weakens the indirect effects of proactive personality on perceived work competence through job engagement. Under the boundary condition of perceived supervisor support, the sports coaches' proactive personality is a critical antecedent of perceived work competence through work engagement. We suggest that proactive sports coaches are assets for schools because they possess the drive and energy for self-improvement, promoting organizational progress automatically.