• 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.

• 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.

• Human Ecology Research
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• v.54 no.1
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• pp.45-56
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• 2016

This study investigates: (1) children's proactive aggression according to age and the emotional condition of the counterpart child, (2) if children's intention attribution, emotional attribution (victim and perpetrator) and language ability influences proactive aggression according to age and the emotional condition of the counterpart child. The subjects were 68 3-year-old and 70 5-year-old children. Each child was individually interviewed with picture cards. Collected data were coded and analyzed in SPSS with frequencies, percentiles, means, standard deviations, repeated measures analysis of variance (ANOVA), t -tests, Pearson correlations and multiple linear regression. The results showed that 3-year-old children showed more proactive aggression and physical aggression than 5-year-old children. They showed more proactive aggression when counterpart child was in a happy condition than in a fear condition. Intention attribution, emotional attribution, and language ability partially affected a children's proactive aggression according to age and the emotional condition of the counterpart child. This study has practical implications for teachers in regards to children's proactive aggressive behavior at child care centers. Teachers use specific to develop advantages as the basis for developing aggression prevention programs that consider emotional and cognitive factors.

• Journal of Service Research and Studies
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• v.6 no.4
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• pp.101-118
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• 2016

With regards to CSR, Proactive CSR has been less researched in small & medium enterprises(SMEs). This research examines empirically the relation between SME's organizational capabilities, proactive CSR and corporate performance as well as a mediating role of proactive CSR between capabilities and corporate performance. Using quantitative data collected from 485 SMEs in Korea, we find that all specified capabilities are positively related with adoption of proactive CSR by SMEs and that proactive CSR is, in turn, associated with an improvement in corporate performance. In addition, we also find a mediating role of proactive CSR on the relationship between organizational capabilities and performance. The study is likely to contribute to both SMEs CSR strategy and RBV research.

• 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.

• 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.

• 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.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.634-650
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• 2022

The purpose of this study is to derive theoretical and policy implications by specifying the meaning of proactive administration through the review of theories related to previous studies and analyzing the effect of ethical leadership and job autonomy on proactive administration. To verify the hypotheses, an analysis was conducted on 275 surveys after a pilot-test. As a result of the analysis, it was found that the ethical leadership and job autonomy had a significant influence on proactive administration. This suggests that the higher ethical attributes of the leader, the higher the job autonomy of the person in charge when performing the works, the higher the possibility of proactive administration proactive administration being realized. In addition, it was found that the ethical climate had a moderating effect between job autonomy and proactive administration, but the moderating effect did not appear between ethical leadership and proactive administration. This result means that if the ethical climate is high, it is highly likely to positively accept autonomous actions for works, which can have a greater influence on proactive administration. However, although it did not have a moderating effect, each variable of ethical leadership and ethical climate had a significant influence on proactive administration, confirming that proactive administration has a significant relationship with ethical aspects within the organization.

• Korean Journal of Culture and Social Issue
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• v.30 no.2
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• pp.159-192
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• 2024

The purpose of this study is to validate the Reactive-Proactive Aggression Questionnaire (RPQ), a tool for measuring reactive-proactive aggression, in the context of South Korea. A thorough translation was conducted in collaboration with the original author. An exploratory factor analysis (EFA), exploratory structural equation modeling (ESEM), rating scale model (Rasch), differential item functioning (DIF), and convergent validity were performed on a sample of 510 South Korean individuals. The results revealed a two-factor structure of reactive and proactive aggression after removing one item showing dual loading. Rating scale analysis based on the Rasch model indicated the appropriateness of the 3-point Likert scale, with all items meeting fit criteria. Although the separation index and separation reliability of proactive aggression was marginally lower, the overall discrimination between participants and items was satisfactory. Examination of participant-item distribution indicated a suitable alignment between reactive aggression and participant ability levels, whereas proactive aggression exhibited slightly elevated item difficulty. Furthermore, three items were found to function differently based on gender. A moderate but statistically significant positive correlation was found between the Barratt Impulsiveness Scale-11-R (Korean version) and RPQ from the results of the convergent validity evaluation. Overall, this study employed rigorous statistical methods to validate the suitability of the RPQ for use in Korea, taking cultural nuances into account, and introduced the concepts of reactive and proactive aggression to the Korean general population.

• Journal of Digital Convergence
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• v.14 no.3
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• pp.181-197
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• 2016

With regard to CSR, Proactive CSR has been less researched in small and medium enterprises(SMEs). This study examines empirically the association between SME's organizational capabilities, proactive CSR and performance as well as a moderating role of perceived uncertainty between capabilities and proactive CSR. Using quantitative data collected from sample of 485 SMEs in Korea, we find that all specified capabilities are positively associated with adoption of proactive CSR by SMEs and that proactive CSR is, in turn, associated with an improvement in firm performance. In addition, we also find a mediating role of proactive CSR on the association between capabilities and performance as well as a moderating role of perceived uncertainty between capabilities and performance. The study is likely to contribute to SME's CSR strategy.