Who is More Likely to Take Charge: the Duty-Called Employee or the Achievement-Oriented Go-Getter?

If you want a real “take charge”, innovative kind of employee, should you hire someone motivated by duty or an achievement-striving kind of person?  Henry Moon and his colleagues have concluded that you’re better off with a duty-oriented person: “a facet of personality related to concern for others (duty) is positively related to taking charge behavior, whereas a facet of personality related to self-interest and personal achievement (achievement striving) is related to taking charge. 

In addition, no matter what kind of employees you’ve got, you’re more likely to encourage taking charge behavior if you run your organization in such a way in which the employees believe that the procedures used to make decisions are basically fair.

(From "Me or We?" The Role of Personality and Justice as Other-Centered Antecedents to Innovative Citizenship Behaviors Within Organizations", by Moon, Kamdar, Mayer, and Takeuchi, 2008, JAP 93(1), 84-94.)