Modeling the antecedents of proactive behavior at work.

TLDR

The study tested a model linking personality and work environment antecedents to proactive work behavior via cognitive‑motivational mechanisms among UK wire makers. Using 282 UK wire makers, the authors assessed proactive idea implementation and problem solving, validated self‑reports against rater assessments, and examined how antecedents influence proactive behavior through cognitive‑motivational processes. All antecedents except supportive supervision predicted proactive behavior through distinct pathways—proactive personality via role breadth self‑efficacy and flexible role orientation, job autonomy via these processes and directly, and coworker trust via flexible role orientation—and these pathways differed from those for generalized compliance.

Abstract

Using a sample of U.K. wire makers (N = 282), the authors tested a model in which personality and work environment antecedents affect proactive work behavior via cognitive-motivational mechanisms. Self-reported proactive work behaviors (proactive idea implementation and proactive problem solving) were validated against rater assessments for a subsample (n = 60) of wire makers. With the exception of supportive supervision, each antecedent was important, albeit through different processes. Proactive personality was significantly associated with proactive work behavior via role breadth self-efficacy and flexible role orientation, job autonomy was also linked to proactive behavior via these processes, as well as directly; and coworker trust was associated with proactive behavior via flexible role orientation. In further support of the model, the cognitive-motivational processes for proactive work behavior differed from those for the more passive outcome of generalized compliance.