A sample of 131 real estate agents was used to examine the criterion validity of the Proactive Personality Scale (T. S. Bateman Schmitt, Gooding, Noe, Barrick, Mount, & Strauss, 1993). The purpose of this study was to examine the criterion validity of a recently introduced measure, the Proactive Personality Scale, by using objective job performance as the criterion measure. After discussing the theoretical underpinnings of the proactive personality construct, I review research pertaining to four domains that must be controlled in a rigorous test of the criterion validity of the Proactive Personality Scale: the Big Five factors, general mental ability (GMA), work experience, and social desirability.
J. Michael Crant (Tue,) studied this question.
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