The ability and willingness of the employee consciously manage the quality of their potential and to initiate positive changes in the organization, contributing to its success, it stands a real driving force for development and sustained competitiveness of contemporary companies. In this regard, topical focus of research is the study of institutional mechanisms that ensure maximum disclosure of the potential of proactive employee (PPE) for the organization. The research methodology is based on the provisions of self-leadership and individual initiative concepts, the concept of self-organizing self-developing systems (2C-systems). Methods of study: a survey of employees of an international network of stores implementing perfumes, cosmetics brands in the city of Perm. Data were analyzed using PLS-analysis using SmartPLS program. Results. It was found that the most significant positive impact on the PPE to provide organizational leadership as the driving force of the professional activity of employees; system development and training as an opportunity for the formation of the unique competencies of employees; organizational culture of the company as a «translator» of the idea of creativity and initiative of employees. The smallest impact on proactive behavior of employees providing the organization’s management structure and motivation system. The results of this research can be used to monitor the internal environment and to identify organizational barriers to enterprising behavior of workers in the general staff, and specific target groups of employees.
the potential of proactive employee, self-leadership, self-development, engagement, organizational leadership, organizational culture, System development and learning system of personnel.
Устойчивая конкурентоспособность организации в сложных и динамичных условиях современной бизнес-среды определяется тем, насколько эффективно она сможет задействовать свой человеческий потенциал для создания или
перехвата коммерческих возможностей, выдвигая на первый план проблему проактивности персонала [18], воспринимаемой сегодня как наиболее критическая детерминанта успеха организации [13].
1. Vissema Kh. Menedzhment v podrazdeleniyakh firmy (predprinimatel’stvo i koordinatsiya v tsentralizovannoy kompanii) [Management in business units (entrepreneurship and coordination in a centralized company)]. Moscow, INFRA-M Publ., 1996.
2. Gorts A. Nematerial’noe. Znanie, stoimost’ i capital [The Intangible. Knowledge, value and capital]. Moscow: Gos. un-t VShE Publ., 2010. 208 p.
3. Klochko V. E., Galazhinskiy E.V. Innovatsionnyy potentsial lichnosti: sistemno-antropologicheskiy kontekst [nnovative potential of the individual: the system-anthropological context]. Vestnik Tomskogo gosudarstvennogo universiteta [Bulletin of Tomsk State University]. 2009, I. 8, pp. 146-151.
4. Komarov S.V., Molodchik A.V., Pustovoyt K.S. Na rubezhe izmeneniya paradigmy menedzhmenta: samorazvivayushchiesya, samoorganizuyushchiesya sistemy [At the turn of the paradigm shift management: self-developing, self-organizing systems]. Zhurnal ekonomicheskoy teorii [Journal of Economic Theory]. 2012, I. 3, pp. 132-142.
5. Krutova A.V., Molodchik M.A., Pustovoyt K.S. Metodicheskie voprosy otsenki protsessov samorazvitiya organizatsii [Methodological issues of evaluation of the processes of the self-development of the organization]. Menedzhment i biznes-administrirovanie [Management and business administration]. 2012, I. 4, pp. 160-169.
6. Molodchik A.V., Krutova A.V., Molodchik M.A. Empiricheskiy analiz vliyaniya organizatsionno-motivatsionnykh mekhanizmov na initsiativu sozdaniya novogo znaniya na promyshlennykh predpriyatiyakh Permskogo kraya [An empirical analysis of the influence of organizational and motivational mechanisms on the initiative to create new knowledge at industrial enterprises of Perm Krai]. Zhurnal ekonomicheskoy teorii [Journal of Economic Theory]. 2015, I. 1, pp. 113-122.
7. Akatov N.B. Ot samoorganizatsii k samorazvitiyu: smena paradigmy menedzhmenta [From self-organization to self-development: a paradigm shift in management]. Ekaterinburg: In-t ekonomiki UrO RAN Publ., 2013. 257 p.
8. Senge P. «Kak nauchit’sya izmenyat’sya». Interv’yu s Alanom Veberom [«How to learn to change.» Interview with Alan Weber]. Iskusstvo upravleniya [The Art of Management]. 2000, pp. 6-20.
9. Esaulova I.A. Motivatsionnyy mekhanizm samorazvitiya sotrudnikov kak faktor innovatsionnogo razvitiya organizatsii [Motivational mechanism of self-development of employees as a factor of innovative development of the organization]. Izvestiya vysshikh uchebnykh zavedeniy. Seriya: Ekonomika, finansy i upravlenie proizvodstvom [Izvestiya Vysshikh Uchebnykh Zavedenii. Series: Economics, Finance and Production Management]. 2014, I. 1 (19), pp. 68-71.
10. Esaulova I.A. Semenova I.V. Problemy i faktory samorazvitiya personala vysokotekhnologichnogo predpriyatiya [Problems and factors of self-development of the personnel of a high-tech enterprise]. Vestnik universiteta (GUU) [Vestnik University (GUU)]. 2014, I. 15, pp. 210-214.
11. Bloom M., Colbert A.E. An Integration and Extension of Intrinsic Motivation Theories: The Role of Core Affect, in Aparna Joshi, Hui Liao, Joseph J. Martocchio (ed.). Research in Personnel and Human Resources Management. Vol. 30. Emerald Group Publishing Limited. 2011, pp.73-114.
12. Bryant A., & Kazan A. Self-Leadership: How to Become a More Successful, Efficient and Effective Leader from the Inside Out. McGraw-Hill, 20224 p.
13. Crant J.M. Proactive Behavior in Organizations. Journal of Management, 2000. Vol. 26. No 3, pp. 435-462.
14. Crant J.M, Li N., Liang J. The Role of Proactive Personality in Job Satisfaction and Organizational Citizenship Behavior: A Relational Perspective. Journal of Applied Psychology. American Psychological Association 2010. Vol. 95. No. 2. Pp. 395-404.
15. Esaulova I.A., Semenova I.V. SELF-LEADERSHIP, SELFDEVELOPMENT, ENGAGEMENT AS THE MECHANISMS OF THE MODERN EMPLOYEE PROACTIVITY // The Strategies of Modern Science Development: Proceedings of the XI International scientific-practical conference. North Charleston. USA, 12-13 October 2016. Pp. 65-69.
16. Frese M., & Fay D. Personal initiative (PI): An active performance concept for work in the 21st century. Research in Organizational Behavior, 2001. Vol. 23. Pp. 133-187.
17. Jeroen P.J. de Jong, Den Hartog, D.N. How leaders influence employees’ innovative behavior // The Netherlands European Journal of Innovation Management. 2007. Vol. 10. № 1. P. 41- 64. DOIhttps://doi.org/10.1108/14601060710720546.
18. Kelley R.E. How to Be a Star at Work: 9 Breakthrough Strategies You Need to Succeed / Crown Publishing Group. New York: Times Books. 1999. 336 p.
19. Lombardi M. The Engagement / Performance Equation. Aberdeen Group, 2011.
20. Manz C.C. Self-leadership: Toward an expanded theory of selfinfluence processes in organizations. Academy of Management Review, 1986. No. 11. Pp. 585-600.
21. Robinson D., Perryman S., & Hayday S. The Drivers of Employee Engagement. Institute for Employment Studies. Brighton, 2004.
22. Sanders K., Moorkamp M., Torka N., Groeneveld S., Groeneveld C. How to Support Innovative Behaviour? The Role of LMX and Satisfaction with HR Practices // Technology and Investment. 2010. I. 1, pp. 59-68.
23. Stewart G.L., Courtright S.H., Manz C.C. Self-Leadership: A Multilevel Review. Journal of Management, 2011. Vol. 37 (1). Pp. 185-222.
