The Effect of Human resource Practices to Mediated Proactive Behavior by Work Engagement

This study aims to identify the effect of human resource practices on proactive behavior as well as the role of mediation work engagement to the relationship. This research was conducted on 10 non construction consulting services company in Bali. This research used 143 technical and administrative employees of population with 105 employees random sampling. Data collecting was done by using questionnaires, with 98 participants. Hypothesis testing using SEM-GSCA. Test results showed that HR practices have a positive and significant influence on proactive behavior also direct influence to work engagement. Further, this research results showed that work engagement played a role in mediating the influence of HR practices on proactive behavior. The limitations of this study are the use of cross-sectional and non-discriminant data as well as specific type of companies. The implications of this research are that consulting firms should pay more attention to recognition and information sharing practices to improve work engagement that impact on increasing employee proactive behavior. Keywords: Human Resource Practices, Work Engagement, Proactive Behavior 1. Introduction The current labor market requires specific recruitment of competent, able to adapt and demonstrate