The proactive dimension of human behavior is rooted in one’s need to create and control the environment.
Individuals prefer to do things actively and creatively rather than being counteractive. The dynamics
of the job market demand that individuals are increasingly independent and proactive, can
easily adapt to change, and create their own future. This way of understanding a newcomer’s activity
corresponds to proactive coping. The main goal of this study was to investigate the role of proactive
coping of workers in a new workplace and in job adaptation outcomes, namely well-being. Data was
collected from newly employed workers (N = 172) who agreed to participate in the study within a longitudinal
evaluation design (one pre-test and a double post-test) during their first six months in a new
workplace. Overall, the study demonstrates that proactive coping improves the adaptation of new
employees, costing them less emotionally as they adjust to their new workplace. Additionally, the
employees’ pre-entry experience (previously unemployed vs previously employed) moderated the
relation between the analyzed variables.