Exploring the Factor Structure of the Proactive Coping Inventory: A Southern African Study

This study explored the factor structure of the Proactive Coping Inventory (PCI) to determine whether its six-factor structure holds within the Southern African context. Data on proactive coping were collected from students attending three universities, one each in Botswana (n=88, females=45.5%, mean age=21.31 years, SD=2.04), Namibia (n=38, females=47.4%, mean age=24.21 years, SD=3.47) and South Africa (n=496, females=56.9%; mean age=22.27 years, SD=2.60). Exploratory factor analysis was used to determine the factor structure of the PCI. Findings suggest that the PCI is comprised of two factors: Future-Oriented Coping (comprised of Proactive Coping, Reflective Coping, Strategic Planning and Preventive Coping) and Support Seeking (comprised of Instrumental Support Seeking and Emotional Support Seeking). This is in line with theory that suggests that individuals cope by means of persisting towards goal attainment.     

Moderating role of affectivity in career resilience and career anchors

This study explored the moderating role of positive affect and negative affect in the link between employees’ career resilience and their career anchors . A convenience sample (N=143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%) . Correlational analysis showed significant associations between the variables . Hierarchical moderated regression analysis indicated low positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship . High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships . The findings add new insights that may be useful for career development support programmes in the contemporary workplace .     

Age Differences in Proactive Newcomer Socialization Strategies in Two Populations

We investigated the role of age as a predictor of newcomer socialization behaviors, and documented relationships between specific strategies and subsequent role-relevant outcomes. Academic and retail newcomer populations were each surveyed over three time periods. A negative relationship was found between age and covert forms of information seeking in both samples. Further, the use of covert information seeking was related to lower subsequent levels of role clarity and job satisfaction.     

Antecedent variables of innovation behaviors in organizations: Differences between men and women

IntroductionRelevance of innovation behaviors for organizational success led to study its main individual, job-related and organizational antecedents. Moreover, research on differences in innovation between men and women showed inconclusive results. Ambidexterity (Bledow, Frese, Anderson, Erez, & Farr, 2009) and Zhou and Hoever (2014) call for combining contextual and personal characteristics in innovation research suggest that pathways and variables leading to innovation between men and women could be different.Objective(s)This study aims to analyze if men and women differ in the main antecedents for innovative behaviors. Thus, a moderating effect of gender on the relationship between innovative behaviors and their main antecedent variables is hypothesized. Results are of interest for promoting innovation and empowering women at work context.MethodIn a sample of 458 employees from 16 Spanish companies, we carried out hierarchical regression analyses on innovation behaviors, including as main antecedents academic level, proactive personality, job demands, organizational commitment, HR practices addressed to participation, and transformational leadership. In addition, interaction terms between gender and such antecedents were entered in regression analysis.ResultsProactive personality, HR participation practices, inspirational motivation, job demands and academic level significantly predicted innovative behaviors at their different phases. Moreover, gender moderated the relationship between generation of new ideas with academic level and organizational commitment, and between promotion of ideas with job demands and idealized influence. Organizational commitment promoted generation of ideas among women but not among men, whereas idealized influence is detrimental for women. Reversely, higher job demands stimulate promotion of ideas among men but were detrimental for innovation among women.ConclusionOur results suggest that innovation among women seems to be more sensitive to the influence of leadership and require more social support, whereas higher job demands are detrimental. These results suggest that innovation is more related to intrinsic variables (as self-confidence, empowerment and social processes) among women, whereas for men, it seems to be more related to work demands. Results could help companies to stimulate innovation, between both men and women.     

The relationship between perceived organizational support and proactive behaviour directed towards the organization

Numerous studies have shown that perceived organizational support has positive consequences on both employees and organizations. However, no study has examined the causal relationship between perceived organizational support and proactive behaviour directed towards the organization and few studies have identified potential mechanisms underlying this relationship. We first investigated the direction of causality between perceived organizational support and proactive behaviour, and hypothesized that perceived organizational support leads to proactive behaviour directed towards the organization. Second, based on social exchange and motivational perspectives, we examined two potential mechanisms underlying this relationship, i.e., felt obligation and work engagement. Employees from a Belgian Federal Public Service were invited to take part in a three-wave longitudinal survey. Using a cross-lagged panel design, our results (N = 1963) revealed that Time 2 perceived organizational support was positively related to Time 3 proactive behaviour towards the organization, whereas the reverse was not true. Additionally, our results (N = 1293) showed that Time 2 felt obligation and Time 2 work engagement mediated the positive relationship between Time 1 perceived organizational support and Time 3 proactive behaviour directed towards the organization.     

Disentangling proactive and reactive aggression in children using self-report

The distinction between proactive and reactive functions of aggression is one of the most common divisions when investigating aggression among children and adolescents. To date, self-report is the least used measurement, despite existing literature supporting the view that the best informant regarding internal processes and motives are children themselves. The main aim of this study was to examine the construct and concurrent validity of a new self-report questionnaire, which aims to disentangle acts of reactive vs. proactive aggression that are most common within the daily lives of children. We examined the self-report measure among 578 children (313 girls, 265 boys, mean age 11 years, range 9–13 years). Most children (90% boys; 85% girls) reported at least one act of aggression over the last four weeks. Furthermore, the outcomes support the two-factor structure (reactive and proactive aggression) and the questionnaire showed good concurrent and discriminant validity with measures for emotional and social functioning. This study validates the use of the self-report instrument for reactive and proactive aggression and demonstrates that children can successfully distinguish between their own motives for reactive and proactive forms of aggressive behaviours.     

Proactive and reactive aggression in early adolescence as precursors to anti- and prosocial behavior in young adults

Three groups of adolescents who were 14 years old in 1974 were formed on the basis of peer nominations and teacher ratings in an ongoing longitudinal study: 1) reactively aggressive (REA) individuals who displayed reactive, that is, self-defensive aggression but not proactive aggression (43 boys, 35 girls); 2) proactively aggressive (PROA) individuals who attacked another person without a reason (56 boys, 35 girls); and 3) nonaggressive (NONA) individuals who were low in proactive and reactive aggression (48 boys, 45 girls). The groups were compared at ages 8, 14, and 27 in variables representing the constructs of a two-dimensional model of emotional and behavioral regulation. The REA Ss were characterized by higher self-control, especially constructiveness, at each age and better adult adjustment than the PROA Ss. The PROA males were prone to externalizing problems and criminality in adulthood, whereas the PROA females were prone to internalizing problems and neuroticism in adulthood. Both exhibited conduct problems in adolescence, and became heavy users of alcohol in adulthood. The PROA Ss had more children at age 27 than the other Ss. © 1996 Wiley-Liss, Inc.