The Nexus Between High-Involvement Work Practices and Employees’ Proactive Behavior in Public Service Organizations: A Time-Lagged Moderated-Mediation Model

Figures & data

Figure 1 Conceptual Framework.

Table 1 Descriptive Statistics and Correlation Matrix

	Mean	SD	1	2	3	4	5	6	7	8	9
1- Age	2.27	0.77	-
2- Gender	1.30	0.46	−0.06	-
3-Qualification	2.16	0.68	0.22**	−0.04	-
4-Experience	2.00	0.75	0.41**	−0.22**	0.16*	-
5- HIWP	3.83	0.71	0.01	−0.01	−0.03	0.07	-
6- EC	3.99	0.73	0.12*	−0.09*	0.06	0.24**	0.50**	-
7- SDB	3.55	1.06	0.03	0.00	−0.01	−0.10*	−0.21**	−0.13*	-
8- PSM	3.76	0.92	0.02	0.03	−0.12*	0.04	0.53**	0.36**	−0.11*	-
9- EPB	3.89	0.69	0.17*	−0.12*	0.02	0.26**	0.33**	0.52**	−0.15**	0.26**	–

Notes: **p < 0.01 *p < 0.05 (two-tailed); N = 542.

Abbreviations: HIWP, High Involvement Work Practices; EC, Employees’ Commitment; SDB, Supervisors’ Deviant Behavior; PSM, Public Service Motivation; EPB, Employees’ Proactive behavior.

Table 2 Results of Confirmatory Factor Analyses

Models	χ^2 (df)	χ^2diff (dfdiff)	χ^2/df	TLI	CFI	RMSEA
Five Factors Model	1143 (517)	–	2.21	0.941	0.945	0.048
Four Factors Model HIWP and PSM combined	2171 (521)	1028 (4***)	4.17	0.845	0.856	0.078
Four Factors Model HIWP and SDB combined	3872(521)	2729 (4***)	7.43	0.684	0.707	0.110
Three Factors Model HIWP, SDB and PSM combined	4886(524)	3743 (7***)	9.32	0.591	0.618	0.126
Two Factors Model HIWP, SDB, PSM and EC combined	6217(526)	5074 (9***)	11.82	0.469	0.502	0.143
Single Factor Model	7225(527)	6082 (10***)	13.71	0.376	0.414	0.155

Note: Difference is significant at ***p < 0.001.

Abbreviations: HIWP, High Involvement Work Practices; EC, Employees’ Commitment; SDB, Supervisors’ Deviant Behavior; PSM, Public Service Motivation.

Table 3 Results for Hypotheses Testing for Direct and Moderating Relationship

Predictors	Dependent Variables
	Employees’ Commitment				Employees’ Proactive Behavior
	M1	M2	M3	M4	M5	M6	M7
Age	−0.04	−0.05	−0.05	−0.06	−0.05	−0.04	−0.05
Gender	0.02	0.03	0.02	0.04	0.03	0.03	0.08
Education	0.02	0.04	0.06	0.06	0.04	0.04	−0.05
Experience	0.22**	0.18*	0.18*	0.15*	0.18*	0.17*	0.11*
Independent variable
High Involvement Work Practices (HIWP)		0.49***	0.41***	0.45***	0.49***	0.47***	0.10*
Moderating variable
Public Service Motivation (PSM)			0.15*	0.18*	−0.01	0.05
Interaction
HIWP*PSM				0.17*
Moderating variable
Supervisors’ Deviant Behavior (SDB)
Interaction
HIWP*SDB						−0.16*
Employees’ Commitment							0.43***
R^2	0.06*	0.30***	0.32***	0.34***	0.35***	0.37***	0.31***
ΔR^2	–	0.24***	0.26**	0.28***	0.29	0.31***
F	8.65	177.27	11.78	19.72	0.14	17.47	38.92

Notes: *p < 0.05; **p < 0.01; *** p < 0.001.

Table 4 Moderated-Mediation Results for Conditional Indirect Effects at the Values of Moderators

	Coeff.	SE	95% CI
			LL	UL
Direct effect of High Involvement Work Practices on Employees’ Proactive behavior	0.10	0.04	0.01	0.17
Indirect effect of High Involvement Work Practices on Employees’ Proactive behavior via Employees’ Commitment (Hypothesis 3)	0.24	0.03	0.18	0.30
Conditional indirect effect of High Involvement Work Practices on Employees’ Proactive behavior at values of Public Service Motivation (Hypothesis 4b)
−1 SD low level of Public Service Motivation	0.15	0.04	0.08	0.24
Mean	0.22	0.04	0.16	0.30
+1 SD high level of Public Service Motivation	0.29	0.05	0.19	0.39
Conditional indirect effect of High Involvement Work Practices on Employees’ Proactive behavior at values of Supervisors’ Deviant Behavior (Hypothesis 5b)
−1 SD low level of Supervisors’ Deviant Behavior	0.30	0.05	0.21	0.40
Mean	0.22	0.03	0.17	0.29
+1 SD high level of Supervisors’ Deviant Behavior	0.15	0.03	0.09	0.23

Abbreviations: CI, Confidence Interval; UL, Upper limit; LL, Lower limit; SE, Standard error; Coeff, Coefficients.

Figure 2 Moderating effects of public service motivation on the relationship between high involvement work practices and employees' commitment. The dotted line shows high public service motivation, while the solid line shows low public service motivation.

Figure 3 Moderating effects of supervisors' deviant behavior on the relationship between high-involvement work practices and employees' commitment. The dotted line shows high supervisors' deviant behavior, while the solid line shows low supervisors' deviant behavior.