Proactive personality, organizational climate, person-organization fit and job performance among frontline workers in China: Moderating effect of job satisfact

Abstract

This conceptual paper examines the relationship between three variables, namely, proactive personality, organizational climate, and person-organization fit on job performance of frontline workers in the Chinese context. The study hopes to examine the moderating effect of job satisfaction on the above-mentioned relationship. Based on the Attraction-Selection-Attrition (ASA) theory and the Theory of Work Adjustment (TWA), this research focuses on the manufacturing industry, an essential sector in China’s economy. This study would adopt a quantitative research approach whereby data are to be retrieved from a structured questionnaire completed by manufacturing frontline employees in different regions of China. Partial Least Square Structural Equation Modeling (PLS-SEM) would be used to analyze the relationships between the variables. The study hopes to offer implications for improving the climate in the manufacturing sector, enhancing the match between personal and organizational values, and focusing on satisfaction needs for organizational policymakers and managers.