Perceived Organisational Support and Employee Proactive Behaviour in the Nigerian Public Health Sector: The Moderating Role of Emotional Regulation

This study investigates the relationship between perceived organisational support (POS) and proactive work behaviour among employees in the Nigerian public health sector, with emotional regulation as a proposed moderator. Public health workers in Nigeria operate under conditions of resource scarcity, role overload, and institutional uncertainty, making the extent to which perceived support stimulates proactive initiative a critical HR research question. The study draws on a sample of 260 healthcare workers from federal and state health facilities across the South East, North Central, and South West geopolitical zones, selected through multistage sampling. A validated POS Scale, the Proactive Behaviour at Work Questionnaire, and the Emotion Regulation Questionnaire serve as primary instruments. Social Exchange Theory and Conservation of Resources Theory provide dual theoretical anchors. Hierarchical multiple regression with interaction testing is employed. Findings confirm a significant positive relationship between POS and proactive behaviour, indicating that health workers who perceive organisational support are more likely to take initiative, improve work processes, and anticipate future problems. The study also establishes that emotional regulation significantly moderates this relationship: workers with stronger emotional regulation capacity derive greater proactive behaviour benefits from equivalent levels of perceived support. The interaction effect is particularly pronounced in high-demand clinical environments. Recommendations include POS-enhancing interventions such as recognition programmes and equitable resource allocation, combined with emotional regulation skills training. Keywords: Perceived Organisational Support, Proactive Behaviour, Healthcare, Emotional Regulation, Nigeria.