论文部分内容阅读
雇佣关系随着时代而改变,员工不再被动地接受组织的目标与要求,而是主动挑战其所处的组织环境。当前研究已证实前摄型人格通过指向自我的前摄性行为对员工绩效产生积极影响,但指向组织环境的前摄性行为与员工绩效间的关系尚不明确。基于此,研究关注个性化交易和员工创新行为两种指向组织环境的前摄性行为在前摄型人格与角色内绩效间的影响及两者的联系。通过对中国多地区多行业的227个样本的实证分析发现:前摄型人格正向影响角色内绩效、个性化交易和员工创新行为;员工创新行为在前摄型人格和角色内绩效间起到部分中介;个性化交易因与角色内绩效负相关而抑制了前摄型人格对角色内绩效的积极影响,但正向预测员工创新行为。
Employment relationships change with the times, employees are no longer passive acceptance of the organization’s goals and requirements, but to take the initiative to challenge their organizational environment. Current research has demonstrated that proactive personality has a positive effect on employee performance through proactive behavior toward the self, but the relationship between proactive behavior toward the organizational environment and employee performance is unclear. Based on this, the author studies the relationship between proactive personality and the internal performance of the two types of proactive behaviors that focus on the organizational environment, such as personalized transaction and employee innovative behavior, and the relationship between the two. Through the empirical analysis of 227 samples in multi-industries and multi-industries in China, it is found that: proactive personality positively affects the internal performance, personalized transactions and employee innovation behavior; employee innovation behavior plays an important role in proactive personality and role internal performance Part of the intermediary; individual transactions because of negative correlation with the performance within the role inhibited the positive impact of the proactive personality on the performance of the role, but a positive prediction of employee innovation behavior.