Whether Conscientiousness Enhances Organization‐Based Self‐Esteem and Performance Above and Beyond Proactive Personality Depends on Job Autonomy

ABSTRACT Based on cognitive consistency theory, this study developed a model linking conscientiousness to employees' performance. A three‐wave survey sample from 193 supervisor‐subordinate dyads was used to test this model. After controlling the effects of individuals' demographics and proactive personality, HLM analyses revealed that conscientiousness is positively associated with organization‐based self‐esteem. Organization‐based self‐esteem partially mediated the relationship of conscientiousness with job performance and fully mediated the relationship of conscientiousness with organizational citizenship behavior‐altruism. However, organization‐based self‐esteem did not mediate the relationship between conscientiousness and organizational citizenship behavior‐voice. Additionally, job autonomy moderated the relationship between conscientiousness and organization‐based self‐esteem, and this relationship was stronger for employees with higher rather than lower job autonomy. Moreover, with controlling the influences of individuals' demographics and proactive personality, the analyses of moderated mediation revealed the indirect effects of conscientiousness on job performance, organizational citizenship behavior‐altruism, and organizational citizenship behavior‐voice via organization‐based self‐esteem were stronger for employees with higher rather than lower job autonomy.