A multifaceted examination of proactivity at work

Gray, Joanne Margaret (2024) A multifaceted examination of proactivity at work. DPsych thesis, Birkbeck, University of London.

Abstract

Proactivity at work has become increasingly important to organizations wanting to remain sustainable and competitive in the global economy (Parker & Bindl, 2016). Performance, innovation, and change rely on proactivity, yet proactivity as a social phenomenon relies on different individual, situational, and contextual factors. If organizations demand employees to be more proactive, then surely, they need to have a greater appreciation of its associated risks and consequences to create the right conditions for this behaviour to flourish. Whilst the conceptualisation of proactivity as a process is relatively new, this perspective allows for a better understanding of when it will be successful or fail. This thesis aims to examine the nuanced nature of proactivity at work, by delving into the proactivity process, examining proactive motivation, the different forms of proactivity, and how its consequences manifest, for whom and under what circumstances. The first study is a systematic literature review (SLR) of 25 studies demonstrating that proactive behaviour at work, has the potential under certain circumstances to lead to poorer performance ratings, work-related stress, work-family conflict and/or conflict with co-workers. These outcomes are moderated by supervisor/subordinate incongruence, resource-expenditure, social norms, and perceptions of fairness. An organising framework is provided linking proactivity to negative outcomes. The SLR revealed a gap in the literature to develop a greater understanding of how older workers experience proactivity at work, until now this group has largely been ignored in proactivity research (Zacher & Kooij, 2016). With a rise in the proportion of older workers and a link between successful ageing at work and proactive behaviour, it is timely to develop a deeper understanding of motives, contextual factors, and consequences of different forms of proactivity at work amongst the over 50s. The second study is a narrative inquiry of 14 working professionals aged 50-60 years, drawing on two waves of interviews, to reveal 4 distinct typologies. A proposed model of individual-level proactivity at work through the lens of older workers is provided. This thesis contributes knowledge to the body of proactivity literature, and the growing interdisciplinary field of work and ageing. Findings from both studies deepen our understanding of each stage of the proactivity process, confirming key established areas of research, extending knowledge by introducing insights specific to older workers, and providing novel insights in underdeveloped areas of the research. Taken together, these findings could be used to inform the development of organizational interventions to enhance positive outcomes associated with proactive behaviour at work, particularly interventions aimed at motivating and retaining older workers. Implications for future research avenues are discussed.

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