Research On The Influence Mechanism Of Co-Workers’ Proactive Behaviour On Employees’ Work Engagement

With the continuous change in information technology and the decentralization of organizational forms,the speed of renewal,both internally and externally,is no longer what it used to be.Proactive behaviour is an inevitable requirement for employees in the wave of change,and is also an inevitable trend for employees to increase their self-worth in the context of "machine for human".Much of the existing research has been focused on the ’individual employee’ perspective,i.e.individual characteristics or organizational systems,physical environment,etc.on individual initiative behaviour,which means that the existing studies are more on the interaction between "things" and "people".But the role of the employee does not exist as a completely separate entity in the company.In addition to the ’leadership’ role previously studied by scholars,the coworker role,as one of the inevitable organizational factors in a company,should also be taken seriously and studied in depth for its impact on the work behaviour of other employees.In a recent study,’autonomous motivation’ was used to unlock the black box between co-workers’ proactive behaviour and employee performance.However,the effect of controlled motivation on work behaviour was not explored,and not all motivation is externalized through performance,so this study builds on previous work by selecting work engagement that triggers performance as the dependent variable in this study.Ultimately,a comprehensive research model based on self-determination theory was developed with co-workers’ proactive behaviour as the independent variable,autonomous and controlled motivation as mediating variables,and work engagement as the dependent variable,plus organizational motivational climate as a moderating variable in organizational-level factors.In this study,several established scales were used to develop the research questionnaire and a total number of 437 valid questionnaires were obtained.The study utilised SPSS26.0 and AMOS24.0 software to analyse the data and obtained the following broad findings from the study:(1)Co-workers’ proactive behaviour positively affects employees’ level of work engagement.(2)Co-workers’ proactive behavior positively affects the level of employee autonomous and controlled motivation.(3)Employee autonomous motivation and controlled motivation partially mediate the relationship between co-workers’ proactive behaviour and employee work engagement,respectively.(4)Mastery climate enhances the positive impact of employee autonomous/controlled motivation on work engagement,while performance climate weakens the positive impact of employee autonomous/controlled motivation on work engagement.Based on the findings of the study,the study proposes three main practical implications:(1)To ensure the vitality of the company by using the initiative behaviour of a small base of employees to drive the level of work engagement of the majority of employees through the "small ball to big ball" approach.(2)To increase employee engagement by increasing controlled and autonomous motivation in the short and long term.(3)To strengthen the "motivation-work engagement" relationship by creating a mastery climate or increasing the level of mastery climate.This study builds on previous work to construct a comprehensive research model involving multiple disciplines.The study not only enriches the antecedent variables of autonomous motivation,controlled motivation and work engagement,but also further develops the influence of the " co-workers’ proactive behaviour-employees’ controlled motivation" pathway on work engagement.