Widodo Widodo

Task performance is essential for organizations, so it continues to attract the attention of researchers, practitioners, and academics. Therefore, the purpose of this study is to explore the effect of boundary-spanning leadership and psychological empowerment on the task performance of employees in Indonesian companies through the mediation mechanism of proactive work behavior. Research data were obtained from 455 employees of companies in the financial, trade, service, and investment sectors in Indonesia. The paper employed accidental sampling using a Likert-scale questionnaire and structural equation modeling. The results show that boundary-spanning leadership, psychological empowerment, and proactive work behavior significantly affect task performance. Boundary-spanning leadership and psychological empowerment significantly affect proactive work behavior. Proactive work behavior mediated the causal relationship between boundary-spanning leadership and psychological empowerment with task performance. These findings encourage a new empirical model regarding the critical role of proactive work behavior in transmitting boundary-spanning leadership and psychological empowerment to task performance. This model can be used by scholars, researchers, and practitioners to investigate worker task performance more thoroughly and deeply from the perspectives of boundary-spanning leadership, psychological empowerment, and proactive work behavior. It can serve as a credo for corporate management professionals seeking to maximize proactive work behavior, psychological empowerment, and boundary-spanning leadership in order to enhance employee task performance. In the interim, scholars and researchers can utilize it as a guide for next task performance investigations.

A proactive personality is crucial for individuals and organizations, including lecturers in higher education institutions. Therefore, the purpose of this study is to investigate how proactive personalities affect the innovative behavior of Indonesian lecturers through the sequential mediation of job involvement, organizational commitment, and organizational citizenship behavior. The paper employed a quantitative approach, and the data were operationalized through a survey using a Likert-scale questionnaire. The sample included 230 lecturers at private universities in Indonesia spread across four provinces (Central Jawa, West Jawa, Jakarta, and Banten). Correlational matrices and descriptive statistics supported data analysis using structural equation modeling. The results demonstrate a significant relationship between lecturers’ proactive personality and job involvement, organizational commitment, and innovative behavior. Additionally, a proactive personality influences innovative behavior through job involvement, organizational commitment, and organizational citizenship behavior. This study produces a new empirical model that explains how proactive personalities affect lecturers’ innovative behavior through job involvement, organizational commitment, and organizational citizenship behavior.