دانلود رایگان مقاله لاتین پرورش رفتار کارمند از سایت الزویر
عنوان فارسی مقاله:
نقش بافت سازمانی در پرورش رفتار فعال کارمند: فعل و انفعال بین تنظیمات سیستم HR و جو رابطه ای
عنوان انگلیسی مقاله:
The role of organizational context in fostering employee proactive behavior: The interplay between HR system configurations and relational climates
سال انتشار : 2016
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بخشی از مقاله انگلیسی:
2. Theoretical background and hypotheses
Employee proactivity is a goal-driven behavior that has been described as a process consisting of setting a proactive goal and striving to achieve it (Parker et al., 2010). This process is facilitated by individuals' perceptions of self-efficacy, sufficient control over the process and to achieve the goal at a viable cost, motives (ranging from purely intrinsic to identified) and affective states that prompt their action (Parker et al., 2010). A range of antecedents and moderators at different levels have so far been considered that determine drivers of this process and help us understand variability in individual proactivity in work organizations, including dispositional characteristics of individuals and their affect (mood) along with the features of their immediate and broader work environment (Bindl & Parker, 2011). Prior research has examined how individual differences such as personality, KSA (knowledge, skills and abilities) and demographics contribute to variability in employee proactivity. Understandably, proactive personalities received the most attention among personality traits (see Bateman & Crant, 1993; Seibert, Kraimer, & Crant, 2001; Wanberg & Kammeyer-Mueller, 2000). Still, other dispositional characteristics including conscientiousness, desire for control, learning goal orientation, future-oriented thinking, intellectual curiosity (Howell & Sheab, 2001), and personality aspects related to one's core self-beliefs have also been shown to be associated with proactivity (Bindl & Parker, 2011; Dutton, Ashford, O'Neill, & Lawrence, 2001; Speier & Frese, 1997). Further, it was shown that knowledge, in the form of either general job qualifi- cations or more specific domain-relevant knowledge, is important for employee proactivity (Dutton et al., 2001; Fay & Frese, 2001). As Fay and Frese (2001, p. 104) argue: “To be able to take initiative, one needs a good and thorough understanding of what one's work is, that is, one needs job-relevant knowledge, skills, and cognitive ability.” Finally, demographic characteristics such as gender and age are also predictors of proactivity. In particular, men were found to be more proactive then women both in terms of their willingness to engage in proactive job search and in their networking behaviors (Maurer, Weiss, & Barbeite, 2003; Warr & Fay, 2001), and age was found to be positively related to on-the-job proactivity (van Veldhoven & Dorenbosch, 2008).
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کلمات کلیدی:
The Oxford Handbook of Positive Organizational Scholarship https://books.google.com/books?isbn=0199989958 Kim S. Cameron, Gretchen M. Spreitzer - 2013 - Business & Economics Indeed, proactivity was more strongly related to learning than was ... Indeed, some conceptions of employee or work engagement (as a state) include such ... Although research on socialization in organizational contexts has proceeded along ... of institutionalized socialization, is far more likely to foster newcomer learning, ... The Innovation Imperative in Health Care Organisations: Critical ... https://books.google.com/books?isbn=1849809852 Peter Spurgeon, Cary L. Cooper, Ronald J. Burke - 2012 - Medical ... and non-work sources of creativity support to employees' creative performance', ... and proactive behavior: a multi-level study', Journal of Organizational Behavior, ... Oldham, G.R., and J.R. Hackman (1980), 'Work design in organizational context', ... that can foster or hinder creativity', The Leadership Quarterly, 15, 33–53. Proactivity at Work: Making Things Happen in Organizations https://books.google.com/books?isbn=1317752570 Sharon K. Parker, Uta K. Bindl - 2016 - Psychology Making Things Happen in Organizations Sharon K. Parker, Uta K. Bindl ... To sum up, proactive actions such as networking behavior and actively engaging in ... and a wise choice of an organizational context that fits individual preferences. ... effects are age and organizational variables that potentially foster career success. The relationship between perceived organizational support and ... www.tandfonline.com/doi/full/10.1080/1359432X.2015.1092960?src=recsys Sep 23, 2015 - Keywords: perceived organizational support, proactive behaviour directed ... the face of organizational change [and in a larger extent, in other contexts], .... be able to foster employees' proactive behaviour directed towards the ...
