PROACTIVE BEHAVIOR OF EMPLOYEES IN PAKISTAN’S HEALTH SECTOR: INVESTIGATING ITS ANTECEDENTS AND ORGANIZATIONAL OUTCOMES
Abstract
The proposed study's goal is to identify the consequences and antecedents of employees’ proactive behavior in Pakistan’s health sector. The Job Demands-Resources (JD-R) Theory delves into the workplace environment’s impact on both employee productivity and well-being. This study explores the ramifications of empowering leadership within the framework of the JD-R Theory through the administration of surveys and regression analysis through SPSS. Additionally, to examine our hypotheses, we employed the SPSS process macro for both Model 1 and Model 4. Our findings reveal a constructive connection between employees' proactive behavior and empowering leadership. Proactive behavior emerges as a pivotal factor in the model equation, as it is directly and positively linked to employees' task performance and their potential for career success. In our study, the intriguing moderator, namely psychological capital, acts as a powerful enhancer, further fortifying the connection between proactive behavior and empowering leadership, and attaining proactive behavior. In the realm of healthcare, the presence of proactive employees holds the key to bestowing a distinctive competitive edge upon organizations within the sector. Their proactive disposition and actions become instrumental in setting them apart from their industry rivals.
References
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Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
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Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior.
Journal of Organizational Behavior, 14(2), 103–118.
Bauer, G. F., & Hämmig, O. (2014). Bridging occupational, organizational and public health: A transdisciplinary approach. Bridging Occupational, Organizational and Public Health: A Transdisciplinary Approach, 9789400756, 1–249. https://doi.org/10.1007/978-94-007-5640-3
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Kim, M., & Beehr, T. A. (2018). Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors? Journal of Leadership and Organizational Studies, 25(2), 184–196. https://doi.org/10.1177/1548051817727702
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Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological Capital: Developing the Human Competitive Edge. In Psychological Capital: Developing the Human Competitive Edge. https://doi.org/10.1093/acprof:oso/9780195187526.001.0001
Maden-Eyiusta, C. (2016). Job resources, engagement, and proactivity: a moderated mediation model. Journal of Managerial Psychology, 31(8), 1234–1250. https://doi.org/10.1108/JMP- 04-2015-0159
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Smale, A., Bagdadli, S., Cotton, R., Dello Russo, S., Dickmann, M., Dysvik, A., Gianecchini, M., Kaše, R., Lazarova, M., Reichel, A., Rozo, P., Verbruggen, M., Adeleye, I., Andresen, M., Apospori, E., Babalola, O., Briscoe, J. P., Cha, J. S., Chudzikowski, K., … Unite, J. (2019). Proactive career behaviors and subjective career success: The moderating role of national culture. Journal of Organizational Behavior, 40(1), 105–122. https://doi.org/10.1002/job.2316
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Amundsen, S., & Martinsen, Ø. L. (2014). Empowering leadership: Construct clarification, conceptualization, and validation of a new scale. Leadership Quarterly, 25(3), 487–511. https://doi.org/10.1016/j.leaqua.2013.11.009
Andri, G. A., Adawiyah, W. R., & Purnomo, R. (2019). Psychological Capital As a Mediation, Relationship Between Empowering Leadership, Transformational Leadership Behavior, Proactive Personality To Individual Job Performance. Jurnal Benefita, 4(3), 492. https://doi.org/10.22216/jbe.v4i3.4445
Anwar ul Haq, M., Ahmed, M. A., & Khalid, S. (2019). Empowering Leadership and Proactive Behavior: Mediating Role of Psychological Empowerment and Moderating Role of Leader-Follower Distance. Abasyn Journal of Social Sciences, 12(1). https://doi.org/10.34091/ajss.12.1.05
Bakker, A. B., & Demerouti, E. (2014). Job Demands-Resources Theory. Wellbeing, III, 1–28. https://doi.org/10.1002/9781118539415.wbwell019
Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Barrick, M. R., & Mount, M. K. (1991). Personnel Psychology the Big Five Personality Dimensions and Job Performance: a Meta-Analysis. Personnel Psychology.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior.
Journal of Organizational Behavior, 14(2), 103–118.
Bauer, G. F., & Hämmig, O. (2014). Bridging occupational, organizational and public health: A transdisciplinary approach. Bridging Occupational, Organizational and Public Health: A Transdisciplinary Approach, 9789400756, 1–249. https://doi.org/10.1007/978-94-007-5640-3
Crant, J. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462. https://doi.org/10.1016/s0149-2063(00)00044-1
Daryoush, Y. (2013). Improving Job Performance: Workplace Learning is the First Step.
International Journal of Education and Literacy Studies, 1(1), 100–107. https://doi.org/10.7575/aiac.ijels.v.1n.1p.100
Dash et al., 2019. (2019). The hospital is dead, long live the hospital ! May.
Demi Zanen. (2016). The relationship between proactive personality and objective and subjective career success: The role of proactive behaviour and the P-E fit. A literature review. December 1–28.
Dondi, M., Klier, J., Panier, F., & Schubert, J. (2021). Defining the skills citizens will need in the future world of work. McKinsey, June 19. https://mck.co/3b1wULK
Fong, K. H., & Snape, E. (2015). Empowering leadership, psychological empowerment and employee outcomes: Testing a multi-level mediating model. British Journal of Management, 26(1), 126–138. https://doi.org/10.1111/1467-8551.12048
Fuller, J. B., Hester, K., & Cox, S. S. (2010). Proactive personality and job performance: Exploring job autonomy as a moderator. Journal of Managerial Issues, 22(1), 35–51.
Fuller Jr, J. B., Marler, L. E., & Hester, K. (2012). Bridge building within the province of proactivity. Journal of Organizational Behavior, 33(8), 1053-1070.
Gkorezis, P. (2016). Principal empowering leadership and teacher innovative behavior: a moderated mediation model. International Journal of Educational Management, 30(6), 1030–1044. https://doi.org/10.1108/IJEM-08-2015-0113
Gupta, V., & Singh, S. (2014). Psychological capital as a mediator of the relationship between leadership and creative performance behaviors: Empirical evidence from the Indian R&D sector. In International Journal of Human Resource Management (Vol. 25, Issue 10, pp. 1373–1394). Taylor & Francis. https://doi.org/10.1080/09585192.2013.870311
Harris, T. B., Li, N., Boswell, W. R., Zhang, X. A., & Xie, Z. (2014). Getting what’s new from newcomers: Empowering leadership, creativity, and adjustment in the socialization context. Personnel Psychology, 67(3), 567–604. https://doi.org/10.1111/peps.12053
Hu, Y., Wu, X., Zong, Z., Xiao, Y., Maguire, P., Qu, F., Wei, J., & Wang, D. (2018). Authentic leadership and proactive behavior: The role of psychological capital and compassion at work. Frontiers in Psychology, 9(DEC), 1–12. https://doi.org/10.3389/fpsyg.2018.02470
J. Michael Crant. (1995). The Proactive Personality Scale and Objective Job Performance Among Real Estate Agents. Journal of Applied Psychology, 80(4), 532–537.
Kanten, P., & Alparslan, A. M. (2015). Proactive behavior scale: A study of validity and reliability. Sosyal Bilimler Meslek Yüksekokulu Dergisi, 16(2), 21–41. https://www.academia.edu/9552653/Proactive_Behavior_Scale_A_Study_of_Validity_and_ Reliability
Kim, M., & Beehr, T. A. (2018). Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors? Journal of Leadership and Organizational Studies, 25(2), 184–196. https://doi.org/10.1177/1548051817727702
Kim, M., & Beehr, T. A. (2021). The power of empowering leadership: allowing and encouraging followers to take charge of their own jobs. International Journal of Human Resource Management, 32(9), 1865–1898. https://doi.org/10.1080/09585192.2019.1657166
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Van Buuren, S., Van der Beek, A. J., & De Vet, H. C. (2014). Improving the individual work performance questionnaire using Rasch analysis. Journal of Applied Measurement, 15(2), 160-175. Luthans, F., Avolio, B. J., & Norman, S. M. (2007). 1. Luthans 2007.Pdf. 541–572.
Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological Capital: An Evidence-Based
Positive Approach. Annual Review of Organizational Psychology and Organizational Behavior, 4(January), 339–366. https://doi.org/10.1146/annurev-orgpsych-032516-113324
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological Capital: Developing the Human Competitive Edge. In Psychological Capital: Developing the Human Competitive Edge. https://doi.org/10.1093/acprof:oso/9780195187526.001.0001
Maden-Eyiusta, C. (2016). Job resources, engagement, and proactivity: a moderated mediation model. Journal of Managerial Psychology, 31(8), 1234–1250. https://doi.org/10.1108/JMP- 04-2015-0159
Marler, L. E. (2008). Proactive behavior: A selection perspective. ProQuest Dissertations and Theses, May, 146. https://digitalcommons.latech.edu/dissertations/512%0Ahttps://search.proquest.com/docvie w/304555062?accountid=7098%0Ahttps://ttu- primo.hosted.exlibrisgroup.com/openurl/01TTU/01TTU?genre=dissertations+%26+theses& issn=&title=Proactive+behavior%3A+A+selectio
Martin, S. L., Liao, H., & Campbell, E. M. (2013). Directive versus empowering leadership: A field experiment comparing impacts on task proficiency and proactivity. Academy of Management Journal, 56(5), 1372–1395. https://doi.org/10.5465/amj.2011.0113.
Metelski, A. (2019). Modern Perceptions of Career Success. E-Mentor, 80(3), 45–50. https://doi.org/10.15219/em80.1422
Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extrarole efforts to initiate workplace change. Academy of Management Journal, 42(4), 403–419. https://doi.org/10.2307/257011
Ohly, S., & Fritz, C. (2007). Challenging the status quo: What motivates proactive behaviour?
Journal of Occupational and Organizational Psychology, 80(4), 623–629. https://doi.org/10.1348/096317907X180360
Parker, S. K., & Bindl, U. K. (2017). Proactivity at work : a big picture perspective on a construct that matters. May.
Parker, S. K., & Liao, J. (2016). Wise proactivity: How to be proactive and wise in building your career. Organizational Dynamics, 45(3), 217–227. https://doi.org/10.1016/j.orgdyn.2016.07.007
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. The Journal of Applied Psychology, 91(3), 636–652. https://doi.org/10.1037/0021-9010.91.3.636
Qian, J., Song, B., Jin, Z., Wang, B., & Chen, H. (2018). Linking empowering leadership to task performance, taking charge, and voice: The mediating role of feedback-seeking. Frontiers in Psychology, 9(OCT), 1–11. https://doi.org/10.3389/fpsyg.2018.02025
Rego, A., Sousa, F., Marques, C., & Cunha, M. P. e. (2012). Authentic leadership promoting employees’ psychological capital and creativity. Journal of Business Research, 65(3), 429– 437. https://doi.org/10.1016/j.jbusres.2011.10.003
Salanova, M., & Schaufeli, W. B. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behaviour. International Journal of Human Resource Management, 19(1), 116–131. https://doi.org/10.1080/09585190701763982.
Schilpzand, P., Houston, L., & Cho, J. (2018). Not too tired to be proactive: Daily empowering leadership spurs next-morning employee proactivity as moderated by nightly sleep quality. Academy of Management Journal, 61(6), 2367–2387. https://doi.org/10.5465/amj.2016.0936
Seibert, S. E., Kraimer, M., & Crant, J. M. (2001a). What Do Proactive People Do? Personnel Psychology, 54(4), 845–874.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001b). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54(4), 845–874. https://doi.org/10.1111/j.1744-6570.2001.tb00234.x
Singh, A., & Rangnekar, S. (2020). Empowering leadership in hospital employees: Effects on goal orientation, job conditions, and employee proactivity. International Journal of Productivity and Performance Management, 69(7), 1495–1517. https://doi.org/10.1108/IJPPM-03-2019-0132
Smale, A., Bagdadli, S., Cotton, R., Dello Russo, S., Dickmann, M., Dysvik, A., Gianecchini, M., Kaše, R., Lazarova, M., Reichel, A., Rozo, P., Verbruggen, M., Adeleye, I., Andresen, M., Apospori, E., Babalola, O., Briscoe, J. P., Cha, J. S., Chudzikowski, K., … Unite, J. (2019). Proactive career behaviors and subjective career success: The moderating role of national culture. Journal of Organizational Behavior, 40(1), 105–122. https://doi.org/10.1002/job.2316
Smithikrai, C. (2022). Antecedents and Consequences of Proactive Work Behavior Among Thai Employees. The Journal of Behavioral Science, 17(1 SE-Research Articles), 43–57. https://so06.tci-thaijo.org/index.php/IJBS/article/view/254132
Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518–528. https://doi.org/10.1037/0021-9010.88.3.518
Strauss, K., & Parker, S. K. (2018). Intervening to Enhance Proactivity in Organizations: Improving the Present or Changing the Future. Journal of Management, 44(3), 1250–1278. https://doi.org/10.1177/0149206315602531
Sturges, J., Guest, D., Conway, N., & Davey, K. M. (2001). What Difference Does It Make? A Longitudinal Study of the Relationship Between Career Management and Organizational Commitment in the Early Years At Work. Academy of Management Proceedings, 2001(1), B1–B6. https://doi.org/10.5465/apbpp.2001.6132958
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01-06-2024
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Copyright (c) 2024 PAKISTAN ISLAMICUS (An International Journal of Islamic & Social Sciences)
This work is licensed under a Creative Commons Attribution 4.0 International License.
This work is licensed under a Creative Commons Attribution 4.0 International License.
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PROACTIVE BEHAVIOR OF EMPLOYEES IN PAKISTAN’S HEALTH SECTOR: INVESTIGATING ITS ANTECEDENTS AND ORGANIZATIONAL OUTCOMES. (2024). PAKISTAN ISLAMICUS (An International Journal of Islamic & Social Sciences), 4(02), 210-227. https://pakistanislamicus.com/index.php/home/article/view/229
