Effective and sustained proactivity in the workplace: A self-determination theory perspective

103 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

The role of prosocial and proactive safety behaviors in predicting safety performance (2015, background): “A public reward system for raising suggestions about safety, for example, would provide employees with a visible demonstration of commitment from management when they offer meaningful feedback, and would reduce perceptions of risk associated with these behaviors (Strauss & Parker, 2014).”
When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain (2017, background): “In such circumstances, individuals may thus focus on engaging in the visible enactment phase of the proactive goal regulation process, with insufficient engagement in the phases of envisioning, planning, and reflecting (Strauss & Parker, 2014).”
Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study (2016, background): “Changes in the way work is structured and performed nowadays call for workers who take agency in influencing their work characteristics (Strauss & Parker, 2014).”
A resources perspective on when and how proactive work behaviour leads to employee withdrawal (2019, background): “Scholars drew on SDT to reason that proactivity for external reasonsmight result in greater strain for individuals who perform it (Cangiano & Parker, 2016; Strauss & Parker, 2014; Strauss et al., 2017).”