"proactive behaviors" is a correct and commonly used phrase in written English.
It describes actions or behaviors that are initiated by a person in order to achieve a desired outcome or prevent a potential problem. Example: "In order to improve the efficiency of the team, our manager encouraged us to exhibit proactive behaviors such as anticipating and addressing potential issues before they arise."
Yet, whereas organizational pride in employees' efforts additionally had a direct positive effect on individual and team member proactivity, organizational pride in employees' abilities showed a direct negative effect on proactive behaviors for the self, the team, and the organization including a behavioral measurement of employees' provision of ideas for improvement.
Whereas organizational pride in employees' efforts was positively related with individual and team member proactivity, organizational pride in employees' abilities was negatively related with proactive behaviors.
Regression results on proactive behaviors are depicted in Table 2.
Proactive behaviors were measured with two different approaches.
Therefore, high performance work systems can accelerate proactive behaviors.
Both facets of organizational pride increased proactive behaviors via affective organizational commitment.
Organizational pride in employees' abilities has a direct negative relationship with proactive behaviors.
These strong social networks may help them succeed in proactive behaviors.
Organizational pride in employees' efforts has a direct positive relationship with proactive behaviors.
Specifically, we demonstrate that organizational pride in employees' abilities can have negative effects on proactive behaviors.
Considering that proactive behaviors are particularly difficult to incentivize and that initiative may make a difference at any point of the work day, even small increases in proactive behaviors may reinforce the achievement of positive organizational outcomes.
