Abstract
In consideration of how to promote employees' work proactivity in the time frame of performance appraisals, we focused on a time-related construct called the performance appraisal interval (PAI). Drawing from psychological momentum theory, we constructed a model of the dual effect of the PAI on employees' proactive work behavior. A cross-level analysis of 561 employees from 55 groups indicated that PAI was positively related to delayed gratification, but the effect decreased gradually as time passed. Delayed gratification was positively related to proactive work behavior and mediated the relationship between PAI and proactive work behavior. Second, PAI was positively related to perceived uncertainty and the effect gradually increased over time. Perceived uncertainty was negatively related to proactive work behavior and mediated the relationship between PAI and proactive work behavior. In this study we found a compatible explanatory mechanism to integrate the positive and negative effects of a given PAI, which provides a new explanatory mechanism for stimulating proactive work behavior.
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