The mechanism of goal-setting participation’s impact on employees’ proactive behavior, moderated mediation role of power distance

Sabeeh Pervaiz · Guohao Li · Qi He

33 citations0/0 files storedPLoS ONE

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Job Satisfaction and Organizational Behavior Employee Performance and Management Team Dynamics and Performance

Abstract

Organizations nowadays are under immense external pressure due to advancements in information technology, making it precarious. It also inserts extra pressure to keep the employees motivated and productive. Therefore, while information technology benefits the organization, it also challenges the organization and employees more. In order to meet these challenges, many organizations have begun to flatten their organizational structures and decentralized their management approaches. This study collected 336 valid questionnaires from 20 service companies. The reliability and validity of the questionnaire were tested. In addition, the exploratory factor analysis and confirmatory factor analysis. Relevant analysis and empirical analysis were also carried out using hierarchical regression. The study finds that (1) Goal-setting participation positively affects employees' proactive behavior. (2) Perceived insider status plays a mediating role between goal-setting participation and employee proactive behavior. (3) The power distance positively modifies the goal-setting participation in the relationship of employee's perceived insider status. (4) Power distance positively moderates perceived insider status in the relationship of goal-setting participation on employee proactive behavior through perceived insider status. This research applies goal-setting theory and social cognition theory to build a theoretical framework for the influence mechanism of goal-setting participation on employee's proactive behavior. Expands the application scope of fundamental theoretical research and improve understanding of the relationship between goal-setting participation and employee's proactive behavior. The research conclusions help organizations understand the formation mechanism of employees' proactive behaviors, strengthen the focus on goal-setting participation, and optimize the relationship between leaders and employees.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 33 citations exist upstream.

References

2015Common methods variance detection in business research 2013A Beginner’s Guide to Factor Analysis: Focusing on Exploratory Factor Analysis 1999Social Cognitive Theory and Individual Reactions to Computing Technology: A Longitudinal Study1 1990A theory of goal setting & task performance 1996PERSONAL INITIATIVE AT WORK: DIFFERENCES BETWEEN EAST AND WEST GERMANY.2018Factors affecting employee performance: an empirical approach 1975A Review of Research on the Application of Goal Setting in Organizations 2015Gamification of task performance with leaderboards: A goal setting experiment

Cited by

2022Does small and medium enterprise differential leadership increase subordinate knowledge hiding? Evidences from job insecurity, territorial consciousness and leadership performance expectation 2025Strategic alignment of organizational structure based on decisions for sustainable organizational performance: a bibliometric-systematic literature review 2023Effect of OPRAS on employees’ performance in Tanzania local government authorities: The case of Mtwara municipal council

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.