Proactive Behaviour & Spirituality

Affective events theory states that employees are emotionally (positive and negative) affected by work events and situations that occur in the work environment; The focus is on how employees attitudes and behaviors are developed based on the emotions developed. In this process, decision processes based on intentions are examined (Weiss & Cropanzano, 1996). According to Peng and Wu (2021), there are few studies examining work attitudes that will affect proactive behavior based on employees' emotions (Peng & Wu, 2021: 316) (for example, Ashkanasy, 2021; Ohly & Venz, 2021). In this context, the fact that employees do not exhibit sufficient proactive behavior has revealed the need to conduct research on how the dissatisfaction of employers and managers in this regard can be resolved. The deficiencies in the literature and practice, in this study research in "what are the factors that affect employees' proactive behavior", and "how these factor affect the proactive behavior process".
. On the basis of affective events theory, the relationship of a negative emotion (work alienation) with proactive proactive behavior and the mediating role of the "thriving at work" attitude in this relationship were examined. As a positive work attitude, "spirituality at work (meaningfulness of work)", that is, the sense of meaning that employees attribute to their jobs and the positive thoughts they have towards their jobs, were also discussed. In this context, it has focused on the moderated moderation role of “work meaningfulness” (a positive emotion) in the effect of work alienation (a negative emotion) on proactive behavior through thriving at work.
Within the scope of this research; It was based on (1) the observed and identified overlooked situations in the bussiness life , (2) the gap in the literature. While developing the affective events theory, the initial focus was on the job performance outcome variable. This study aims to develop the theory by focusing on the proactive behavior variable and revealing the relationship between the variables of work alienation, spirituality at work (meaningfulness of work) and thriving at at work.

Hypothesis 1: There is a negative and significant relationship between work alienation and proactive behavior.
Hypothesis 2: There is a positive and significant relationship between thriving at work (H2a: learning; H2b: vitality) and proactive behavior.
Hypothesis 3: There is a negative and significant relationship between work alienation and thriving at work (H3a: learning; H3b: vitality).
Hypothesis 4: Thriving at work (H4a: learning; H4b: vitality) mediates the relationship between work alienation and proactive behavior.
Hypothesis 5: Meaningfulness of work has a moderated moderation effect on the indirect effect of work alienation on proactive behavior through thriving. It's like; The negative effect of work alienation on proactive behavior will be lower in employees with a high sense of work meaningfulness.