Sergey Manichev1, Evgeniy Astapenko1, Victoria Pogrebitskaya1, Nikolay Lepekhin1 1 Saint-Petersburg State University, Universitetskaya nab., 7/9, St. Petersburg, 199034, Russia This study examines proactive vitality management of physical and mental energy and events at work as a trigger. According to the theory of affective events (AET), work life events affect the reactions of employees as exogenous factors. Purpose. The purpose of the study is to identify the nature of the relationship between work events and proactive behavior of employees. Methodology. 58 managers (23 women, 35 men, heads of product lines in the field of information technology) participatedin the study, who registered their proactivity (Proactive Vitality Management Factors questionnaire) and work events (author’s questionnaire) for 50 days (eight weeks). A total of 1028 measurements were made (including those missed). Findings. Two components of proactive energy management are identified — readiness for work and self-motivation. The trends towards changes in work readiness and self-motivation related to work events are revealed. The cyclical nature of willingness to workin teamwork was revealed (short cycle, six working days). Conclusion. The efficiency of employees is maintained after the event in two different ways: events have both an instantaneous effect (affective reaction) — affect the willingness of employees to work, and delayed — increase their self-motivationin the following days. Readiness for work depends on the event taking place “here and now”, and there is no after effect of the event — the next day, the level of readiness for work returns to the initial level. In the case of self–motivation, on the contrary, the saturation of the last few days with important events has a greater effect — the more such events occur, the more self-motivation changes.

Citation: Manichev S., Astapenko E., Pogrebitskaya V., Lepekhin N. (2024) Rabochie sobytiya kak prediktor proaktivnogo povedeniya rabotnikov* [Work events as a predictor of proactive employee behavior]. Organizational Psychology, vol. 14, no 2, pp. 9-26 (in Russian)

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