In a workforce marked by telecommuting, decentralization, and automation, the need for employees to take personal initiative (PI) is greater than ever before. The model of proactive motivation suggests that people need to experience proactive motivational states to engage in PI. Self-determination theory suggests that people must have their needs satisfied to engage in PI. In this work, we combine these two perspectives by considering if sometimes needs thwarting can improve the relationship between proactive motivational states and PI. Analyses of multi-source and multi-wave data indicated that individuals with high “can do” proactive motivation in the form of self-efficacy took more PI when their need for competence was not met. Likewise, individuals with high “energized to” proactive motivation in the form of activated positive affect took more PI when their need for relatedness was not met. Further, PI mediated the relationships between individual proactive motivation states and individual promotability (which benefits the self) and OCB towards coworkers (which benefits others). This reinforces the important role of PI as a constituent of individuals' in-role and extra-role performance at a time of increasing flexibility and collaboration at work.

在以远程办公、分散化和自动化为标志的劳动力中，员工比以往任何时候都更需要发挥个人主动性 (PI)。主动动机模型表明，人们需要经历主动动机状态才能参与 PI。自决理论表明，人们必须满足自己的需求才能从事 PI。在这项工作中，我们将这两种观点结合起来，考虑是否有时需要阻挠可以改善主动动机状态与 PI 之间的关系。对多源和多波数据的分析表明，以自我效能形式存在的高“能做”主动动机的个体在需要能力时会采取更多的 PI没有遇到。同样，当他们对相关性的需求没有得到满足时，以激活的积极影响的形式具有高“充满活力”的主动动机的个人会获得更多的 PI。此外，PI 调节了个人主动动机状态和个人可促进性（有利于自我）和 OCB 对同事（有利于他人）之间的关系。这加强了 PI 作为个人在角色内和角色外绩效的组成部分的重要作用，在工作中的灵活性和协作不断增加的时候。