The purpose of this paper is to analyze the degree to which employees’ proactive behavior contributes to innovation performance in firms operating in high-technology sectors. Despite the benefits of these behaviors for individuals and organizations, few studies have analyzed the contextual conditions that enable firms to capture their value in order to improve innovation performance. Drawing on the interactionist perspective, the authors also examine the extent to which informal and formal controls, such as perceived support for innovation and innovation process formalization, can facilitate the contribution of proactive behaviors to improve innovation performance (product and process innovation).,Based on an empirical study with a sample of 173 firms operating in chemical and information technology service sectors, hierarchical regression analysis was used to test the relationship between employees’ proactive behavior and innovation performance, and the moderating effects of informal and formal controls.,The results reveal a positive and significant association between proactive behaviors and product and process innovation performance. Both control mechanisms positively moderate the association between proactive behavior and product innovation, but no moderating role was found for process innovation. Moreover, rather than inhibiting innovation performance, innovation process formalization is positively associated with innovation. More specifically, a curvilinear relationship was found, which implies that when the level of formalization is high, it is able to improve product and process innovation.,The findings suggest that managers should consider proactive behavior in selection processes and performance management, and should cultivate a climate to support innovation and establish formal controls for innovation as a way to channel employees’ initiatives into product innovation.,This study contributes to the theoretical and managerial understanding of the extent to which proactive employees and organizational controls are able to enhance innovation in a technologically dynamic context.

中文翻译：

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员工的积极行为和创新绩效

本文的目的是分析员工的积极行为在高科技领域运营的公司中对创新绩效的贡献程度。尽管这些行为对个人和组织有好处，但很少有研究分析可以使企业抓住其价值以提高创新绩效的环境条件。基于交互作用论的观点，作者还研究了非正式和正式控制（例如对创新和创新过程形式化的感知支持）在多大程度上可以促进主动行为对改善创新绩效（产品和过程创新）的贡献。对来自化学和信息技术服务行业的173家公司的样本进行的实证研究，运用层次回归分析检验了员工的积极行为与创新绩效之间的关系，以及非正式和正式控制的调节作用。结果表明，积极行为与产品与过程创新绩效之间存在正向显着的关联。两种控制机制都积极地调节了主动行为与产品创新之间的联系，但没有发现过程创新的调节作用。此外，创新过程的形式化并没有抑制创新绩效，反而与创新成正相关。更具体地说，发现了曲线关系，这意味着当形式化水平很高时，它就可以改善产品和流程的创新。