The influences of a supervisor's perception and behavior on employee output constitute a significant issue that scholars are eager to explore; nevertheless, an effective connection between supervisors' perception and employees' positive behaviors is lacking. Therefore, we investigate the potentiality of such a connection based on social exchange theory and self-determination theory, whereby supervisors can establish an inclusive workplace environment upon receiving organizational support, leading salespeople to perceive a superior team atmosphere that engenders a sense of internal obligation, which eventually gives rise to proactive behavior. However, front-line salespeople demonstrate a considerable extent of autonomous decision-making conduct, and the determination of behavior for job engagement necessitates that each salesperson holds superior intrinsic motivation; accordingly, the moderating impact of the salesperson`s core self-evaluation is also probed in our study. Using Mplus 8.0 to analyze the matched survey of 50 team leaders and 299 employees, we ultimately discovered that the supervisor's perceived organizational support exerts a positive influence on the group-inclusive climate; a group-inclusive climate can enhance the felt obligation and career initiative of front-line salespeople; a supervisor's perceived organizational support can enable salespeople to perceive the inclusive climate of the group, engender their sense of obligation, and ultimately impact their career initiative; and a salesperson's core self-evaluation can significantly moderate the positive effects of the group-inclusive climate.