• International Journal of Advanced Culture Technology
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• v.11 no.4
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• pp.193-201
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• 2023

With the end of global COVID-19 epidemic, hospital staff are likely to be "physically and mentally exhausted" after three years of grueling work in the fight against the epidemic. At this point, it is especially important to enable them to continue to maintain their previous proactive work behavior. This study focuses on 400 employees of various types in three-A grade hospitals in Zhanjiang, Guangdong Province, through the proactive motivation model. Statistical software SPSS 25.0 and AOMS 22.0 were used to analyze the survey data to test whether role modeling in hospital management can have an impact on employees' proactive behaviors, in addition to verifying the mediating role of transactional psychological contract. The results of this study show that: First, role modeling of hospital leaders has a positive effect on employees' proactive behavior and a negative effect on their transactional psychological contract; Second, transactional psychological contract has a negative effect on employees' proactive behavior; Third, the transactional psychological contract mediates the effect between role modeling of leaders and employees' proactive behavior. The results of this research add to the F-path of proactive motivation model, and provide enlightenments and implications for hospital management.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.4
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• pp.1003-1012
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• 2021

This study aims to identify the relationship between human resource management practices, work engagement, and proactive behavior of health workers in Gia Lai Province in Vietnam. Based on theoretical frameworks of human resource management, work engagement, and proactive behavior, this study developed a research model and tested its relationship between human resource management practices, work engagement, and the proactive behavior of healthcare workers in Gia Lai Province. This research has used a mixed research method with qualitative and quantitative research. The quantitative research was conducted by survey with 232 health workers. The hypotheses were tested by using structural equation modeling (SEM). The findings showed that human resource management practices have a positive and significant influence on proactive behavior, which directly influences healthcare workers' work engagement. Besides, work engagement plays a role in mediating the influence of human resource management practices on proactive behavior. This research implies that health care organizations should pay more attention to human resource management practices to improve work engagement that assists in increasing employee proactive behavior. Efficient human resource management practices help boost work engagement and, initiality, improve the quality of health care services and minimize errors in treatments.

• Asia-Pacific Journal of Business
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• v.13 no.3
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• pp.261-279
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• 2022

Purpose - The purpose of this study was to examine the effect of regulatory focus on proactive behavior and to examine the mediating effect of work hope between superior's regulatory focus and subordinate's proactive behavior. In addition, the purpose of this study was to investigate the moderating effect of interpersonal justice between regulatory focus and work hope, and the moderated mediating effect of work hope and interpersonal justice in the relationship between regulatory focus and proactive behavior. Design/methodology/approach - This study used data 255pairs(510people) collected from Public organizations such as gu office and private organizations that perform various tasks such as human resources, finance, accounting, marketing, and R&D. The Confirmatory Factor Analysis (CFA) and the multiple regression analysis were used in order to analyze the data. Findings - The result showed that promotion focus was positively related to proactive behavior. In addition, this study found that the relationship between promotion focus and proactive behavior was mediated by work hope. Regarding the moderating roles of perceived interpersonal justice, the results showed that perceived interpersonal justice significantly interacted with promotion focus in influencing work hope. Finally, the moderated mediation analysis showed that the indirect effect of promotion focus on proactive behavior through work hope was valid only for subordinates with high perceived interpersonal justice. Research implications or Originality - In order to increase proactive behavior, it is necessary to focus on promotion focus and to increase the positive psychology such as hope. In addition, it is necessary to increase perception of interpersonal justice.

• Knowledge Management Research
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• v.18 no.4
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• pp.119-136
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• 2017

This paper focuses on proactive personality as one of the main personality traits relevant to knowledge sharing and examines how this personal trait influences knowledge sharing behavior. Moreover, in order to consider the interactive effect between proactive personality and a contextual factor, this study utilized the construct of LMXSC which can reveal restoration of resource losses due to knowledge sharing. Because LMXSC can have opposite directions depending on used theories, this study investigates how LMXSC moderates the relationship between proactive personality and knowledge sharing behavior by using conservation of resources theory and trait activation theory. This study tests hypotheses with the data of supervisor-employee dyads in various industries. An empirical results showed that proactive personality increased knowledge sharing behavior and LMXSC strengthened the positive relationship between proactive personality and knowledge sharing behavior as conservation of resources theory predicts. Based on these theoretical arguments and empirical findings, this study suggests theoretical and practical implications, limitations, and the directions of future research.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.167-178
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• 2021

This study aims to identify the influence of paradoxical leadership on proactive work behavior mediated through psychological safety in the hotel industry. This study employs survey data of five-star deluxe hotels in South Korea using convenience sampling. The number of 270 cases was used for analysis and the hypotheses were analyzed with structural equation modeling and AMOS 20. Paradoxical leadership includes five sub-variables of self-centeredness with other-centeredness (SO) distance and closeness (DC), uniformly and individualization (UI), work requirements and flexibility (RF), and decision control and autonomy (CA). The results indicate that DC, UI, and CA positively influence psychological safety. Further, RF and CA make a positive impact on proactive work. Psychological safety fully mediates the effect of DC and UI on proactive work behavior and partially mediates the effect of CA on it. The findings of this study suggest that the impact of paradoxical leadership on proactive work behavior can be strengthened when this relationship is accompanied with psychological safety and other mediation variables for the relationship need to be further investigated. This study suggests how hotel managers enhance the level of proactive work behavior by training themselves to be paradoxical leaders and making psychologically safe environment.

• International Journal of Fuzzy Logic and Intelligent Systems
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• v.5 no.3
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• pp.189-195
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• 2005

One of the major components of any pervasive system is its proactive behavior. Various models have been developed to provide system wide changes which would enable proactive behavior. A major drawback of these approaches is that they do not address the need to make use of existing applications without modifying the applications. To overcome this drawback, a middleware architecture called 'Concord' is proposed. Concord is based on a simple model which consists of Lookup Server and Database. The rewards for this simple model are many. First, Concord uses the existing computing infrastructure. Second, Concord standardizes the interfaces for all services and platforms. Third, new services can be added dynamically without any need for reconfiguration. Finally, Concord consists of Database that can maintain and publish the active set of available resources. Thus Concord provides a solid system for integration of various entities to provide seamless connectivity and enable proactive behavior.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.6
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• pp.127-140
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• 2022

The present study assumes that active and voluntary actions of organizational members in domestic enterprises can improve organizational performance as they have to seek differentiated strategies and changes in the midst of infinite competition. Considering the nature of psychological empowerment and proactive behavior, the study conducted a survey on members of companies with 100 or more workers of a certain size and used 300 samples for the study. Accordingly, this study attempted to investigate the relationship between personal factors influencing overall organizational competitiveness, i. e. job engagement, proactive behavior and psychological empowerment. Also, the mediating effects of job engagement on the relationship between psychological empowerment and proactive behavior were also examined here. The analysis established the relationship between psychological empowerment, job engagement and proactive behavior. Also, psychological empowerment was found to exert positive influence on job engagement and proactive behavior to a significant extent. Likewise, job engagement proved to have positive influence on proactive behavior to a significant degree. In addition, the mediating effects of job engagement on the relationship between psychological empowerment and proactive behavior were confirmed. Based on these findings, this study suggested relevant theoretical rationales and practical implications.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.128-137
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• 2018

Drawing on costly signaling theory and self-enhancement motive, this study examines the relationships among proactive personality, knowledge sharing behavior, and organizational recognition. In addition to the individual characteristic, this study considers job characteristics as conditional factors, and especially proposes the moderated mediation model in which job complexity and variety moderate the relationships among proactive personality, knowledge sharing behavior, and organizational recognition. To prove these hypotheses, empirical analyses are conducted with 166 dyad samples collected from various industries. As predicted, individuals with high proactive personality are more likely to become involved in knowledge sharing behavior, and this behavior increases organizational recognition rated by their supervisors. Moreover, job complexity and variety moderate the positive relationship between proactive personality and organizational recognition is mediated by knowledge sharing behavior. These results reveal the motive in knowledge sharing and the boundary condition that is necessary to increase such behavior. The study findings will ultimately contribute theoretical and empirical implications to the knowledge management literature.

• Journal of Families and Better Life
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• v.31 no.1
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• pp.1-10
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• 2013

The purpose of this study was to examine the effects of teachers' responsiveness on teachers' strategies of problem behavior guidance. Teachers' responsiveness variables consisted of acceptance, sensitivity, consistency, warmth and teachers' strategies of problem behavior guidance variables consisted of positive proactive strategies, positive reactive strategies, negative reactive strategies. Subjects were 151 early childhood teachers in Seoul and Chungcheungnam-do. The collected data were analyzed using simple regression and hierarchical multiple regression. The main results of this study were as follows. Teachers' acceptance, sensitivity, consistency, warmth were positively related to teachers' positive proactive strategies and positive reactive strategies of problem behavior guidance. On the other hand, teachers' warmth was negatively related to teachers' negative reactive strategies. As results of examining relative effects of teachers' responsiveness on positive proactive strategies of problem behavior guidance, the influential variables were warmth and acceptance. The relative effects of teachers'responsiveness on positive reactive strategies of problem behavior guidance, the influential variables were sensitivity and acceptance. The relative effects of teachers' responsiveness on negative reactive strategies of problem behavior guidance, the only influential variable was warmth.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.730-744
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• 2016

This study attempt to test not only the impact of leadership(second-level supervisor's ethical leadership, immediate supervisor's transformational leadership) on followers' proactive behavior, but also the effect second-level supervisor's ethical leadership on leader's transformational leadership(i.e. TL). In particular, immediate supervisor's TL is explored as a mediating variable in the relationship between second-level supervisor's ethical leadership and followers' proactive behavior. The summary of the hierarchical regression analyses results was as follows: First, the paper showed that second-level supervisor's moral behavior was positively related to immediate supervisor's TL. But behavioral integrity and consistency across contexts was not found to play a unique role in predicting immediate supervisor's TL. Second, second-level supervisor's moral behavior was a positive impact on employee' taking charge behavior and helping behavior. and behavioral integrity was a positive impact on employee' taking charge behavior. But consistency across contexts was not found to play a unique role in predicting proactive behavior. Third, immediate supervisor's TL was a positive impact on employee' taking charge behavior and helping behavior. Finally, the effects of second-level supervisor's moral behavior on employee' proactive behavior were mediated by immediate supervisor's TL. Theoretical and practical implications of our findings as well as directions for future research are provided.