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Proactivity, self-efficacy, work design and workers' well-being


Proactivity can be understood as a set of behaviors that are initiated by the individual himself, with orientation for future actions that aim to change and improve the current situation and that are persistent, not being limited by situational forces. Thus, proactive people bring about changes in their context or discover and solve problems. This competence can lead workers to model their jobs and tasks, seizing opportunities in the work environment so that the work design becomes more compatible with their desires. This compatibility, in turn, positively affects indicators such as engagement at work and reduces negative indicators such as turnover intention. Self-efficacy are personal beliefs in one's own ability to generate desired performance. These beliefs are related to positive results of work such as greater commitment, less intention of leaving the organization, greater satisfaction at work and self-reports of better health. Thus, the objective of this project is to analyze the impact of proactive behaviors and self-efficacy in the work on the compatibility between the drawing that the work has and the one that the worker would like the work to have and its effects on the engagement and intention of work rotation. To do so, a cross-sectional survey using questionnaires will be used to evaluate the proposed constructs. It is hoped that the results of the research may influence organizational interventions that promote well-being at work by understanding the effects of proactivity and self-efficacy in the modeling of the work context. (AU)

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