| Summary: | An important issue in today�s human resource management is to have
employees who can perform with proactive behavior. Unlike the business
environment that prevailed a decade ago, the recent economic downturn in
developed countries and the competition force company employees to perform
not only better but also quicker in response to market demand. Hence, having
employees who actively seek more responsibility is desired. This study is based
on earlier research and critically examines the antecedents of proactive behavior.
We include three forms of work motivation (job self efficacy, role breadth self
efficacy, and role orientation), job resources, and work engagement in the model
to figure out their effects on proactive behavior. Adding absorption as another
dimension of work engagement, this study examined the relationship between job
self efficacy, role breadth self efficacy, role orientation job resources, work
engagement, and proactive behavior using structural equation modeling.
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