The complex and uncertain nature of today's work has emphasised the importance of proactive behaviour (self-initiated and future-oriented actions to bring about change) in fostering individual and organisational effectiveness. However, not much is known about the well-being outcomes of proactive behaviour for employees. The aim of this thesis is to propose and test a model of individual consequences of proactivity that accounts for both positive and negative outcomes for employees' wellbeing. Specifically, I argue that the outcomes of proactivity depend on two key factors: the supervisor's punitive style and employees' motivations to be proactive.
|Qualification||Doctor of Philosophy|
|Award date||9 Nov 2017|
|Publication status||Published - 9 Nov 2017|