@phdthesis{Pingel2021,
  author    = {Pingel, Ruta},
  title     = {Well-being effects of proactivity through the lens of self-determination theory},
  school      = {Universit{\"a}t Potsdam},
  pages     = {106},
  year      = {2021},
  abstract  = {In modern times of evolving globalization and continuous technological developments, organizations are required to respond to ever-changing demands. Therefore, to be successful in today's highly uncertain environments, organizations need employees to actively search for opportunities, anticipate challenges, and act ahead. In other words, employee proactivity in the workplace represents a highly valuable resource in nowadays organizations. Empirical studies conducted as part of this thesis advance the research on the outcomes of proactivity from the individual perspective. The main contribution of this thesis pertains to revealing several important individual and contextual conditions under which engaging in proactivity will have negative and positive effects on employees' well-being and their consequent behaviours, as well as shedding light on the unique psychological mechanisms through which these effects unfold. From a practical standpoint, this research underscores the importance of creating work environments that support employees' autonomous motivation for proactivity and urge organizations and managers to be mindful about the pressures they place on employees to be proactive at work. Besides, this thesis stimulates research efforts aimed at further extending our knowledge of when and how individual proactive behaviours at work will do more good than harm for those who enact them.},
  language  = {en}
}
@article{PingelFayUrbach2019,
  author    = {Pingel, Ruta and Fay, Doris and Urbach, Tina},
  title     = {A resources perspective on when and how proactive work behaviour leads to employee withdrawal},
  series = {Journal of occupational and organizational psychology},
  volume    = {92},
  journal   = {Journal of occupational and organizational psychology},
  number    = {2},
  publisher = {Wiley},
  address   = {Hoboken},
  issn      = {0963-1798},
  doi       = {10.1111/joop.12254},
  pages     = {410 -- 435},
  year      = {2019},
  abstract  = {Previous organizational behaviour research has mainly focused on the benefits of proactivity while disregarding its possible drawbacks. The present study examines the ways in which proactive behaviour may foster counterproductive behaviour through increased emotional and cognitive strain. Drawing on conservation of resources theory, we propose that proactive behaviour is a resource-consuming activity that causes irritability and work-related rumination, which, in turn, leads to instrumentally driven employee withdrawal. Further, we hypothesize that external motivation towards proactivity amplifies its strain-eliciting effects. We conducted a longitudinal three-wave questionnaire study (N = 231) and tested hypotheses using an autoregressive, time-lagged model with latent variables. Results showed that when external motivation for proactivity was high, proactivity led to increased irritability and rumination; irritability was, in turn, related to higher levels of withdrawal. The moderated mediation analysis revealed that when external motivation towards proactive behaviour was high, proactive behaviour had an indirect effect on withdrawal behaviour via irritability. The direct effect of proactivity on work-related rumination was in the expected direction, but failed to reach conventional levels of significance (beta = .09, p = .08). Our results indicate that proactivity is not without costs, most clearly if motivated by external reasons.},
  language  = {en}
}