Abstract
This study examined the moderating effect of outcome interdependence (individual or team rewards)
on taking charge of prevention-focused employees. Employees focusing on prevention are relatively
averse to taking charge because they are likely to be apprehensive about the risk involved in it.
We hypothesized that even prevention-focused employees would engage in taking charge by working
for team rewards, which would alleviate their anxiety about making mistakes. The following were the
major findings: 1) When employees perceive the necessity for an organizational change due to a change
in the external environment, those focused on prevention do not engage in taking charges; 2) However, if
employees work toward team rewards, they do engage in taking charges. We discuss the implications of
our research findings’ for the theory and practice of effective organizational management.
