Proactive Behavior Research Articles

Effects of socialization mechanisms on managers’ desire to have a significant impact through work: evidence from the banking sector

Purpose This study aims to analyze the effects of socialization mechanisms (belief system and peer mentoring) on managers’ job engagement and their desire to have a significant impact through work, that is, the desire to substantially improve or facilitate the lives of others by performing their work. The study also examines the moderating role of organizational identification. Design/methodology/approach A survey was conducted with middle and lower-level managers at one of the largest banks in Brazil, the BankCo. The authors obtained a sample of 201 respondents and tested the research hypotheses with structural equation modeling. The authors also performed a complementary data analysis with fuzzy-set qualitative comparative analysis. Findings The results suggest that belief systems and peer mentoring directly promote job engagement and indirectly promote desire to have a significant impact to a better world through work (through full mediation of job engagement). The effects of job engagement on desire to have a significant impact through work are even greater when managers have high organizational identification. Finally, several causal combinations are sufficient for high levels of desire to have a significant impact through work. Social implications Beyond studies that examine how organizational mechanisms influence employee outcomes (e.g. performance), this study explores how socialization mechanisms can promote desire to have a significant impact through work. Thus, the authors demonstrate how organizational core values, mission statement and peer mentoring collaborate for managers to develop altruistic behavior, that is, directly related to other human values, such as empathy and ethics, being able to contribute to a world better. Originality/value This study developed and empirically tested a model that connects socialization mechanisms, job engagement, organizational identification and managers’ desire to have a significant impact through their work. Therefore, the paper provides insights into the relevance of socialization mechanisms for orchestrating managers’ proactive and altruistic behaviors.

Newcomers building social capital by proactive networking: A signaling perspective.

Social networks can aid newcomers' learning and adjustment and facilitate their performance. However, knowledge about how newcomers build their social networks from the ground up is limited. Extending the socialization literature, we propose a model delineating newcomer proactive networking as the driver of advice ties with peer newcomers, which in turn influence newcomer reputation among higher status organizational insiders. Drawing on signaling theory, we propose that future-oriented newcomers are more likely to engage in proactive networking behaviors, a form of signaling that could help those newcomers build a larger number of peer advice ties. Such initial success may then transmit newcomers' signals to the managerial ranks, affording them a better reputation among managers. In addition, signaling theory suggests that the centrality of a newcomer's immediate supervisor in the managerial advice network can amplify the effect of the newcomer's own signaling actions (i.e., proactive networking behaviors) on their relationships with peers. We tested our hypotheses in two field survey studies. Study 1 found that newcomers higher in future orientation engaged in more proactive networking. Proactive networking helped newcomers form more peer advice ties, which were, in turn, positively related to their reputation among managers. Study 2 found that the supervisor's centrality in the managerial advice network moderated the relationship between newcomer proactive networking and peer advice ties. We discuss the implications of our findings for the newcomer adjustment and signaling theory literatures as well as for socialization practices. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Multidimensional factors of community behavioral responses and implications to landfill closures: A case study in Yogyakarta, Indonesia

This study examines how a community in Yogyakarta, Indonesia reacts to the closing of local landfills. It identifies different groups within the community, such as those primarily concerned with health and aesthetics, those exhibiting proactive behaviors, and those acutely aware of the broader impacts. These groups show varying responses to the closures, from adjusting personal habits to calling for policy changes. The findings suggest a need for policies that are flexible and considerate of the community's diverse priorities and behaviors. In conclusion, landfill closures have complex effects on communities that require a thoughtful analysis. The study shows that personal choices and proactive behaviors are crucial in encouraging community involvement in waste management. However, there's a hesitancy to pay more for such services, indicating a gap in community responsibility and environmental stewardship. The research advocates for sustainable waste management solutions that are aligned with the community's values and behaviors, urging policymakers to design inclusive and sustainable systems for waste management that support the long-term well-being of both the community and the environment.

UM LUGAR AO SOL: A RACIONALIDADE NEOLIBERAL E A CONSTITUIÇÃO DE DISCURSOS SOBRE O TRABALHO EM COLEÇÕES DIDÁTICAS DE PROJETO DE VIDA DO NOVO ENSINO MÉDIO

The current research focuses on didactic collections of Life Project, with the aim of investigating how discourses about work, present in these educational materials, intersect with neoliberal rationality, which permeates the entire process of curriculum reconfiguration that Brazilian high school has undergone in recent years, particularly concerning the Novo Ensino Médio (NEM - a new reformulation of high school in Brazil) and the Base Nacional Comum Curricular (BNCC - set of guidelines for the Brazilian educational curriculum). To accomplish our objectives, the discursive studies of Michel Foucault were used, especially in relation to discourse, statement, and his reflections on neoliberalism. The corpus consists of statements extracted from three Projeto de Vida didactic collections, which were approved in the Programa Nacional do Livro e do Material Didático (PNLD - Brazilian Textbook Program), 2021 edition. We decided to examine samples of textbook collection entitled Projto de Vida that corresponds to teacher’s guide. We did this in order to construct a critical view about directions that are recommended to teachers Based on the analysis conducted, it was possible to observe that the connection between work and neoliberalism occurs through discursive regularities linked to the instabilities of the world of work and the need to generate flexible, autonomous, and proactive youth behaviors, as they advocate values related to resilience and competition, terms strongly linked to the business field and connected to BNCC-EM and NEM.

Empowering pro-environmental potential among hotel employees: insights from self-determination theory

PurposeThis research examines the role of green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes on proactive pro-environmental behaviour among hotel employees. It further examines the indirect effects of pro-environmental attitudes between green inclusive leadership, corporate social responsibility, and proactive pro-environmental behaviour, as well as the moderating role of psychological contract breach between pro-environmental attitudes and proactive pro-environmental behaviour.Design/methodology/approachThe participants of this cross-sectional study were employees in the Malaysian hotel industry, and 374 usable questionnaires were used for data analysis. The data were analysed using Partial Least Squares – Structural Equation Modelling.FindingsThis study found that green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes significantly influence proactive pro-environmental behaviour. For mediating effects, pro-environmental attitudes have been found to mediate the relationship between corporate social responsibility, green inclusive leadership and proactive pro-environmental behaviour.Research limitations/implicationsThe research proposes actionable measures to encourage environmentally friendly practices in the hotel sector. For companies to succeed, they must integrate green initiatives with their societal objectives. Pro-environmental mindsets are essential for implementing effective environmental policies, which in turn impact recruitment approaches. The advantages of fostering pro-environmental conduct encompass financial savings, enhanced standing, adherence to regulations, increased innovative thinking and improved workplace well-being.Originality/valueOver time, environmental degradation has been contributed by individual behaviours and the combined actions of businesses and organisations. This study significantly contributed to a new model underpinned by the Self-determination Theory by including new constructs influencing proactive pro-environmental behaviour.

Proactive verbal behavior in team meetings: effects of supportive and critical responses on satisfaction and performance

Proactivity has rarely been considered as a subject of investigation in social settings, such as team meetings. In this study, we investigate proactive behavior during meetings and examine how reactions to proactive behavior impact work-related outcomes. Drawing on meeting science and the wise proactivity framework, we hypothesized that supportive and critical patterns would emerge in response to proactive behavior. We also tested whether these patterns influenced team meeting satisfaction and team performance. We video recorded team meetings involving 252 participants in 43 teams and conducted micro-interaction coding of verbal behavior. Lag sequential analyses revealed that proactive verbal behavior followed by supportive responses occurred above chance. Team-level regression analyses showed that these patterns predicted meeting satisfaction and team performance. Notably, proactive-support patterns indirectly predicted team performance through increased meeting satisfaction. We discuss the theoretical and practical implications of proactive verbal behavior in teams and supportive reactions as antecedents to positive outcomes.

Assessment of knowledge about neonatal danger signs among primiparous women at discharge from healthcare facilities.

This study explores the evaluation of knowledge regarding neonatal danger signs (NDS) among first-time mothers in Pakistan during their discharge from healthcare facilities. The investigation aimed to establish connections between their understanding of NDS and factors such as sociodemographic background, prenatal check-ups, and educational measures. Considering the persistently high neonatal mortality rates in low- and middle-income nations, recognizing maternal NDS awareness becomes crucial for promoting early medical attention and reducing neonatal health risks. Existing research highlights the role of maternal knowledge in shaping neonatal well-being; however, gaps in knowledge remain prevalent, especially among first-time mothers. Using a cross-sectional approach, data were gathered through structured questionnaires, revealing significant relationships among maternal NDS awareness, sociodemographic aspects, prenatal care, and educational interventions. It is noteworthy that first-time mothers demonstrated lower NDS knowledge than mothers with multiple childbirth experiences, while those with higher education displayed greater awareness The effects of educational interventions were diverse, and antenatal visits were linked to enhanced knowledge. This study highlights the significance of focused treatments that target knowledge deficiencies, which can empower women and contribute to the reduction of infant health problems and mortality. encouraging further exploration of effective strategies to augment maternal knowledge and proactive healthcare-seeking behaviors.

The Role of Proactive Behavior in Enhancing Organizational Ambidexterity Effectiveness

يهدف البحث الى التعرف على دور السلوك الاستباقي في الجامعات الاهلية في النجف الاشرف وتحديد درجة العلاقة في سلوكيات العمل الاستباقية من خلال معرفة ابعاد السلوك الاستباقي في الجامعات الاهلية بوصفه متغير مستقل بأبعاده (تولي المسؤولية ، منع حدوث المشاكل ، الابتكار الفردي ، صوت الموظف ) في تعزيز فاعلية البراعة التنظيمية بوصفها متغيراً تابعاً بأبعاده المتمثلة (الاستثمار ، الاستكشاف ، الهيكل التنظيمي المرن ) وتكمن مشكلة الدراسة في الحاجة لتعزيز دور السلوك الاستباقي في البراعة التنظيمية للجامعات الاهلية ، اذ اختيرت (3) جامعات منها موقعاً للبحث، واخذت عينة (عشوائية ) تألفت من (144) تدريسا ، كذلك بعض العمداء ومعاونيهم ومدراء الأقسام ومدراء الشعب الذين يمثلون جزءاً من مجتمع الدراسة البالغ عددهم (220) تدريسا في الجامعات الاهلية ، وجرى تحليل النتائج باعتماد البرنامج الإحصائي (26.SPSS V ) واظهرت نتائج البحث وجود علاقة ارتباط وتأثير معنوية بين السلوك الاستباقي متمثلاً بأبعاده والبراعة التنظيمية متمثلة بأبعادها . الكلمات المفتاحية : السلوك الاستباقي ، البراعة التنظيمية .

The Effect of Financial Planning on Consumer Debt Management: The Role of Financial Literacy, Self-Efficacy, and Financial Motivation

This qualitative study investigates the complex interplay between financial literacy, financial behavior, self-control, debt management, and financial well-being. Utilizing in-depth interviews with a purposively selected group of individuals engaged in financial planning to manage personal or household debt, the research aims to explore how financial literacy, self-efficacy, and financial motivation mediate the relationship between financial planning and consumer debt management. The methodology encompasses a thematic analysis of participants' narratives to identify and interpret the underlying themes related to financial management practices. Findings reveal a multifaceted relationship where financial literacy emerges as a foundational element, enhancing participants' ability to manage debt effectively. High financial self-efficacy, influenced by literacy, motivates proactive financial behaviors, leading to improved financial well-being. Conversely, low self-control and procrastination were identified as significant barriers to effective debt management. The study also highlights the pivotal role of quantitative literacy and material values in shaping financial behavior, with strong quantitative skills and lower materialism associated with forward-looking financial decisions. These insights underscore the need for comprehensive financial education that addresses not only the cognitive aspects of financial decision-making but also the psychological factors influencing financial behaviors. Tailoring financial education to individual needs and contexts is critical for enhancing financial literacy, self-efficacy, and motivation, ultimately leading to better debt management and financial health.

Predicting Satisfaction with Money Management and Life Satisfaction in Parents of Emerging Adult Students

AbstractMany parents cope with the prolonged financial dependence of their emerging adult children and problems arising from sharing a household, which may challenge parental satisfaction with money management (SMM) and life satisfaction (LS). We created and tested a conceptual model of potential pathways to parental SMM and LS. Data were collected in a sample of 482 student–parent pairs via an online survey that included adjusted questionnaires on financial functioning (Shim et al., Journal of Youth and Adolescence 39:1457–1470, 2010) and Satisfaction with Life Scale (Diener et al., Journal of Personality Assessment 49:71–75, 1985). Relying on the model of financial satisfaction from the student perspective (Sirsch et al., Emerging Adulthood 8:509–520, 2020), we proposed pathways of the family SES, financial parenting (explicit teaching and financial behavior; parent report; 22.8% fathers), and parent–child financial relationships (student report; Mage = 19.94; 45.2% males) to parental SMM and LS. We also anticipated intermediate relations of financial parenting with the students' self-reported financial learning outcomes (cognitive and behavioral/relational). The SES, proactive parental financial behavior, and favorable parent–child financial relationships predicted parental SMM and LS. Financial parenting was linked to the student's positive financial learning outcomes, but only financial knowledge further influenced the financial relationship with their parents. The findings suggest the benefits of successful parental financial socialization for both the offspring's finance-related outcomes and their parents' satisfaction.

The Impact of Servant Leadership on Proactive Service Behavior: a Moderated Mediation Model

As the implementers of government policies, junior civil servants bear the responsibility of providing services to the public. Whether they can put themselves in the people’s shoes and show more active service consciousness directly reflects the government’s management ability and the realization of service-oriented government goals. Although proactive service behavior has been studied, it has not been brought into the field of government administration. Hence, from the perspective of servant leadership, this study attempts to introduce proactive service behavior (PSB) into the field of government administration, and discusses the promotion strategies of junior civil servants’ PSB in China. Through the statistical analysis of 416 junior civil servants collected in the two stages, this study verifies that servant leadership has a significant positive impact on public service motivation and PSB of junior civil servants. Public service motivation (PSM) can partially mediate the promotion effect of servant leadership on junior civil servants’ PSB. Role identity can positively moderate the relationship between servant leadership and junior civil servants’ PSM, and then affect their PSB. Therefore, this study suggests that leading cadres should integrate servant leadership into daily life, take the lead in providing quality services to their subordinates, and then inspire more proactive service to the masses.

UNVEILING PROACTIVE WORK BEHAVIOR IN MEDIATING THE EFFECT OF GRIT ON EMPLOYEE WORK EFFECTIVENESS

This study explores the association between proactive work behavior (PWB), which is a mediator between employee grit and work effectiveness. Sixty-three employees of the Secretariat General and Directorates within the Directorate General of Transportation of the Indonesian Ministry of Transportation provided data for this research, which was collected through a questionnaire on a Likert scale. Structural equation modeling (SEM) results demonstrated that grit enhanced PWB, which in turn significantly impacted work effectiveness both directly and indirectly. It added to the process by which work effectiveness was impacted by grit. As a result, leaders have to establish the appropriate policies to support employee grit and PWB simultaneously. Therefore, additional research needs to be done in a wider range of sectors and organizations.

Inclusive leadership and employee involvement in proactive behavior at the workplace: the mediating role of gratitude

PurposeThis study examined how inclusive leadership in the workplace promotes proactive behavior in employees based on self-determination theories and a model of motivation for proactive behavior.Design/methodology/approachUsing a sample of 270 employees from various provinces in China, we investigated the relationship between inclusive leadership (measured at Time 1), workplace gratitude (measured at Time 1) and proactive behaviors (measured at Time 2). To test our hypotheses, SEM analysis was conducted to measure the path coefficients, followed by bootstrapping analysis to assess the indirect impacts of gratitude at work.FindingsThe results suggest that inclusive leadership could enhance subordinates’ propensity to be grateful, which in turn will increase the frequency of their proactive behaviors.Originality/valueFirst, the evidence presented further validates the proposed association between inclusive leadership and proactive behavior, and it also enriches related theories. Second, our study introduced workplace gratitude as a mediator, deepening the understanding of the mechanisms linking inclusive leadership and proactive behavior.

Action Speaks Louder: The Role of Proactive Behavior between Creative Leadership and Employees' Creativity.

Drawing on social learning theory, this study presents a moderated mediation model to examine the role of proactive behavior and conformity value in the positive relationship between creative leadership and employees' creativity. Two-wave data are collected from 230 employees and their leaders in an automobile manufacturing enterprise in China, in which employees are encouraged to be creative because they need to implement novel designs and proposals to attract consumers. Statistical analysis reveals that proactive behavior partially mediates the influence of creative leadership on employees' creativity. Conformity value moderates not only the relationship between creative leadership and proactive behavior but also the indirect effect of creative leadership on employees' creativity via proactive behavior. The relationship and the mediating mechanism are stronger in the presence of employees' higher conformity value. We discuss the theoretical and practical implications as well as future research directions of the findings.

Employee Proactive Personality and Career Growth: The Role of Proactive Behavior and Leader Proactive Personality.

Based on social information processing theory, this research examines whether and how an employee's proactive personality influences intrinsic and extrinsic career growth. It also examines the mediating effects of two types of proactive behaviors (voice behavior and taking charge) and the moderating effect of a leader's proactive personality. A sample of 307 employee-leader dyads participated in this survey. Structural equation modeling was used to test the hypotheses, and the bootstrap procedure was used to test the indirect effects. Results show that an employee's proactive personality has significant positive effects on both intrinsic and extrinsic career growth. The mediating effect of taking charge was confirmed, while the mediating effect of voice behavior was not. Leader proactive personality weakens the relationship between employee proactive personality and the two types of proactive behaviors. Employee proactive personality is more positively related to intrinsic and extrinsic career growth via proactive behaviors when a leader's proactive personality is low. This study extends the literature on proactive personality, proactive behavior, and career development by examining the underlying determination, mediation, and moderation mechanisms.

Nexus of Leadership Style, Organizational Climate, Motivation and OCB in Jordanian Telecommunications

Purpose: This study aims to explore the relationships between leadership style, organizational climate, motivation, and organizational citizenship behaviors (OCB) among lower and middle-level employees in Jordanian telecommunications companies. The primary goal is to investigate how leadership style and organizational climate influence OCB, with motivation serving as an intermediary variable. By examining these interrelationships, the research seeks to provide insights into the factors shaping employee behaviors and performance within organizational settings. Methods: A random sample approach was utilized to select 450 employees from three Jordanian telecommunications companies. Self-completed questionnaires were distributed via email to the respondents during the latter half of 2021, resulting in 350 usable responses for analysis. Smart PLS 3.0 software was employed to test the interrelationships between leadership style, organizational climate, motivation, and OCB. The study utilized structural equation modeling (SEM) techniques to examine the direct and indirect effects of the variables of interest. Results and discussion: The findings reveal significant relationships between transformational leadership, transactional leadership, organizational climate, motivation, and OCB among employees in the telecommunications sector. Specifically, transformational and transactional leadership styles, as well as organizational climate, were found to significantly influence both motivation and OCB. The analysis also supported three hypotheses on the mediation effects of motivation. These results contribute to a deeper understanding of the complex dynamics driving employee behaviors and performance within organizational contexts. Implications of the research: The research findings carry implications for organizational leaders, managers, and policymakers seeking to enhance employee engagement, performance, and organizational citizenship behaviors. By recognizing the influence of leadership style and organizational climate on motivation and OCB, organizations can develop strategies to foster a positive work environment and cultivate a culture of proactive employee behaviors. The study underscores the importance of aligning leadership practices and organizational climate with motivational factors to promote desirable outcomes and organizational effectiveness. Originality/value: This study contributes to the literature by providing insights into the relationships between leadership style, organizational climate, motivation, and OCB within the context of Jordanian telecommunications companies. The examination of these interrelationships offers a unique perspective on the factors shaping employee behaviors and performance. Moreover, by exploring the mediating role of motivation, the study advances our understanding of the mechanisms through which leadership and organizational factors influence employee engagement and citizenship behaviors. The research adds to the body of knowledge on organizational behavior and provides practical implications for fostering a positive workplace environment and enhancing organizational effectiveness.

Impact of transformational leadership on service delivery behaviours of frontline service employees

This study examines how transformational leadership translates into critical service behaviours of FSEs in a B2B services context. A sequential mixed-method approach has been employed to formulate and examine the research questions. Semi-structured interviews of FSEs (N = 25) have been analyzed using the Gioia method – a variant of grounded theory. Based on the findings of study 1, a conceptual model has been developed and tested quantitatively employing PLS-SEM in study 2 (N = 469). Recommended robustness checks and guidelines have been followed to report accurate findings. The higher-order themes identified from the Gioia method reveal that transformational leadership influences the prescribed service delivery behaviour (PSDB) and proactive customer service behaviour (PCSB) of FSEs. The findings also suggest a potential influence of affective commitment and role-breadth self-efficacy (RBSE) on FSE behaviours. The quantitative study results suggest that transformational leadership's influence on PSDB is partially mediated by affective commitment, and the influence of transformational leadership on PCSB is fully mediated by affective commitment and RBSE. This study examines the effect of transformational leadership on FSE behaviours in the B2B services sector of India which is growing remarkably in the global landscape. The study has undertaken a more contemporary approach towards the conceptualization of transformational leadership. Additionally, the mixed-method approach enhances the reliability and validity of the research.

The influence of individual and contextual factors on proactivity and proficiency: the roles of meaningfulness of work and competitive intensity

PurposeThis article aims to provide knowledge on the antecedents and consequences of individual proactive behaviour. The proposed research model includes two unexplored antecedents (experienced meaningfulness of work and industry competitive intensity) and one consequence (individual proficiency).Design/methodology/approachData were collected from 297 salespeople working at 105 enterprises in a range of industries. Data analysis was performed by applying confirmatory factor analysis and structural equation modelling.FindingsThe results show (1) a positive association between industry competitive intensity and salespeople’s experienced meaningfulness of work and their proactivity at work; (2) a positive relationship between salespeople’s proactive behaviour and their individual proficiency and (3) that salespeople’s proactivity mediates the relation between industry competitive intensity and the experienced meaningfulness of work and individual proficiency.Originality/valueThe results suggest that managers could stimulate proactive behaviour by increasing the experienced meaningfulness of work. They also indicate that it is not only individual factors that are relevant in stimulating proactive behaviour at work, as contextual factors (particularly external ones) can also influence individual decisions with regard to engaging or not in proactive behaviour. Our findings regarding the positive relationship between proactivity and proficiency would help managers to encourage salespeople’s proactive behaviour.

Factors and Conditions for the Manifestation of Proactive Behavior in Children Participating in the NTI-Club Movement

The article is devoted to the study of the types, features, conditions and factors of proactive behavior (agency) of children engaged in various practices of the NTI-Club Movement of Russia. The empirical basis for qualitative sociological analysis was the materials (transcripts) of 53 interviews conducted with schoolchildren participating in the NTI-Club Movement from 2019 to 2022. It is shown that the majority of respondents manifest different levels and forms of agency, including "autonomous", when the subject becomes the initiator of proactive action and "cooperative", manifested in the form of searching and joining a team of like-minded people, or creating organized teams and groups. The main factors contributing to the formation of proactive behavior are the favorable educational environment, the support of the immediate environment, primarily family and parents, as well as classmates, friends and teammates. An important role is that of a mentor, a professional in his field, which consists in introducing the child to certain resources where he/her can independently search for information, inspire and motivate the child. It was important to reveal the detached parental position, which leads to two possible variants of the child's development: either unwillingness to do anything, or development and implementation despite the lack of parental support. The main external barriers hindering the implementation of agency are the school, which puts forward formal educational requirements, as well as the strictly controlling, limiting position of parents. Internal barriers are lack of motivation, uncertainty and fear of the future, as well as the need to overcome one's own inertia. The important fixation of the interview was the idea about two basic motives for the development of proactive behavior (agency). One is a focus on personal well-being, and the other is a public good, which as a rule do not contradict each other, can complement each other, be implemented jointly.

Influence of mentoring on the proactive behavior of new employees: moderated mediation effect of agreeableness.

In recent years, faced with a complex economic development environment and the evolving dynamics of the Chinese workplace, talent has become a precious resource that is invaluable yet scarce for every enterprise. As Generation Z employees have gradually entered the labor market, they contribute new perspectives and energies to various enterprises and pose unique challenges. The traditional step-by-step approach no longer meets the needs of today's businesses. Companies require more proactive talents to drive superior performance. Individuals with proactive behavior can effectively plan their career paths and are better equipped to fulfill core organizational tasks. Therefore, it is crucial for organizations to effectively mitigate the perceived negative impacts of proactive behavior, encouraging individuals to exhibit more positive proactive actions. Based on the proactive motivation model, this study investigates the effects of mentoring, balanced psychological contract, proactive behavior, and agreeableness on the proactive behaviors of new employees. The research surveyed 417 new employees from Guangdong Province, China, who had graduated within the last three years, with a gender distribution of 49.4% male and 50.6% female. Structural Equation Modeling was used for data analysis, and the following results were obtained: First, mentoring positively affected the balanced psychological contract and new employees' proactive behavior. Second, mentoring positively affected the new employees' proactive behavior through the balanced psychological contract. Third, agreeableness played a moderating role in the relationship between mentoring and new employees' proactive behavior, and in the relationship between mentoring and the balanced psychological contracts. Finally, the positive indirect effect of mentoring through the balanced psychological contract on new employees' proactive behavior is positively moderated by agreeableness. The results of this study offer new insights into mentoring research for new employees and provide practical guidance for fostering the balanced psychological contract and proactive behavior among new employees. This research enriches the existing literature on mentoring for new employees by demonstrating the integral roles of agreeableness and a balanced psychological contract in fostering proactive behavior, offering valuable insights for organizational practices aimed at enhancing employee proactivity.