The Contribution of Job Task Variety and Proactive Personality to Organisational Outcomes in Non-profit Organisations – The Mediating Role of Role Breadth Self-Efficacy

There are various factors that contribute to the delivery of organisational outcomes but in order to survive and succeed while maintaining long lasting advantage and competitive position, knowledge-based organisations today must depend on its workforce to cross new performance thresholds. In the past, organisational variables and personality have been found to be a valid predictor of organisational outcomes such as job satisfaction and commitment. However, the impact of job task variety and proactive personality on job satisfaction and affective commitment has not received sufficient attention in the context of non-profit organisations. This study examines the mediating role of role breadth self-efficacy between job task variety and proactive personality and organisational outcomes such as job satisfaction and affective commitment. A survey was carried out from a diverse sample of 120 full-time employees from the service industry covering Asia Pacific, Middle East, Europe, UK and USA. The respondents represented all levels of management including top level, mid-level, lower level and rank and file employees. Results show that role breadth self-efficacy mediated the relationship between job task variety and proactive personality and job satisfaction and affective commitment. Job task variety was found to be positively related to job satisfaction and affective commitment. On the other hand, proactive personality was found to be a weak predictor of job satisfaction and affective commitment