服务业员工个人-组织匹配对组织公民行为的影响：有调节的中介模型

根据社会交换理论和人与情境互动理论,研究探讨了个人-组织匹配对员工组织公民行为的影响机制。通过对12家餐饮连锁店225位员工进行的问卷调查,结果表明：个人-组织匹配正向预测组织公民行为,员工工作敬业度在两者关系中起中介作用;此外,分别作为情境因素和个体因素的主管支持、员工主动性人格对个人-组织匹配与组织公民行为之间的关系具有调节作用。主管支持的程度越高,个人-组织匹配与组织公民行为的正向关系更强;而对于高主动性人格的员工,个人-组织匹配与组织公民行为之间的正向关系反而更弱。     

“近朱者赤”：同事主动行为如何激发员工动机和绩效

以往有关主动性的研究通常聚焦员工本身, 忽略了团队或组织中同事会对员工行为产生影响这一重要管理实践和理论视角。为此, 本研究以社会学习理论为基础, 探讨了同事主动行为对员工自主动机和工作绩效的影响, 以及员工主动性人格的调节作用。通过多时点、上下级匹配问卷(研究1)及情景实验(研究2)两项研究, 本文发现, 同事主动行为可以激发员工的自主动机, 进而提升工作绩效; 并且, 员工主动性人格强化了同事主动行为对员工自主动机的正向作用。本研究不仅从理论上将现有关于主动行为的研究视角迁移到同事, 也为如何更好地激励员工提供了实践指导。     

冲突对绩效的影响：个体、团队宜人性的调节作用

以往个体和团队冲突研究主要考察了个人特征或团队特征对冲突结果的影响, 而尚未充分关注冲突管理过程中个体特征与团队特征间的交互效应。基于个人-团队匹配理论, 本研究探讨了个体层面宜人性与团队层面宜人性异质性对团队中个体冲突(关系冲突、任务冲突)和工作绩效间关系的影响。基于来自64个银行服务团队(包含339名下属和64名主管)的多来源、多时点纵向数据, 本研究所得结果显示：(1)关系冲突显著负向影响工作绩效, 任务冲突对工作绩效的影响不显著。(2)个体宜人性能够显著减弱关系冲突对工作绩效的负面影响, 而增强任务冲突对工作绩效的正向影响。(3)关系/任务冲突、个体宜人性和团队宜人性异质性间存在着三重交互效应, 共同影响工作绩效。具体而言, 当团队宜人性异质性水平较低时, 个体宜人性对关系/任务冲突与工作绩效间关系的调节作用更加显著。     

员工跨界行为的作用机制：网络中心性和集体主义的作用

员工跨界行为正在成为团队领域的热点课题, 但目前为止尚缺乏在中国情境下关于员工跨界行为作用机制的系统研究。本研究通过对来自61个团队的领导及其292名员工的两波纵向数据进行跨层分析, 将文化和社会网络理论整合入跨界行为领域, 在控制了个体层次的员工年龄、教育程度、性别、本团队工作时间和个人的集体主义导向, 以及团队层次的团队规模后, 发现员工跨界行为有助于提升其团队内部网络中心性的地位, 并进而促进其任务绩效, 团队集体主义氛围在员工跨界行为和网络中心性的关系中到显著的调节作用。     

主动性人格的研究现状与展望

近年来,越来越多的研究者与管理者开始关注员工的主动行为,主动行为能够改善组织的效率和提高竞争力。主动行为受到许多因素的影响,其中一个因素即主动性人格。主动性人格是一种稳定的主动行为倾向。许多研究表明：主动性人格与许多行为结果都有密切联系,包括工作绩效、职业生涯成功、领导能力、团队绩效、创业等。今后的研究需要探讨一些问题,如主动性人格与关系绩效、职业生涯成功新标准的关系     

工作场所的组织政治会危害员工绩效吗？基于个人-组织契合理论的视角

本研究基于个人-组织契合理论的视角, 通过对286份员工与直接主管的配对数据, 揭示了组织政治知觉对员工绩效(任务绩效和组织公民行为)的影响, 马基雅维利主义人格对这两者之间关系的调节作用, 组织认同在这两者之间的中介作用。层次回归分析结果发现：组织政治知觉对任务绩效、组织公民行为具有显著的消极影响, 马基雅维利主义人格可以显著调节组织政治知觉与任务绩效、组织公民行为两者之间的关系, 而组织认同是组织政治知觉与任务绩效、组织公民行为之间的完全中介变量。调节路径分析结果表明：马基雅维利主义对组织政治知觉与员工绩效之间关系的调节作用也是以组织认同为中介, 具体表现为被中介的调节作用。     

主动性人格与员工行为的关系：政治技能视角下有中介的调节模型

本研究通过两时点纵向问卷调查,探讨主动性人格与组织公民行为、任务绩效之间的关系,考察主动社会化行为在其中的中介作用,以及政治技能的调节作用。结果表明：（1）主动社会化行为在主动性人格和组织公民行为、任务绩效之间起中介作用;（2）政治技能对主动社会化行为在主动性人格和组织公民行为、任务绩效之间的中介效应起调节作用：当政治技能水平上升,主动性人格通过主动社会化行为对组织公民行为及任务绩效的预测更加明显。     

主动性人格与员工行为的关系：政治技能视角下有中介的调节模型

本研究通过两时点纵向问卷调查,探讨主动性人格与组织公民行为、任务绩效之间的关系,考察主动社会化行为在其中的中介作用,以及政治技能的调节作用。结果表明：（1）主动社会化行为在主动性人格和组织公民行为、任务绩效之间起中介作用;（2）政治技能对主动社会化行为在主动性人格和组织公民行为、任务绩效之间的中介效应起调节作用：当政治技能水平上升,主动性人格通过主动社会化行为对组织公民行为及任务绩效的预测更加明显。     

时间压力对个体工作结果的作用效果：基于元分析的证据

虽然时间压力在工作场所中非常普遍且很重要,但尚未有研究提供关于时间压力如何影响员工绩效和行为结果的全面解释。本研究通过文献检索、筛选和编码,对78项研究的82个独立样本(总样本N=25056)进行了元分析。研究结果显示,时间压力与个体工作绩效、亲社会行为和主动行为呈现出显著的正相关关系,但与创新绩效的正相关关系并不显著。进一步地,本研究检验了文化差异、团队相依性和评价来源的调节效应。首先,在高权力距离、集体主义和长期导向背景下,时间压力与个体亲社会行为呈现出显著的正相关关系,而在低权力距离、个人主义和短期导向背景下,时间压力与个体主动行为呈现出显著的正相关关系;其次,相对于低团队相依性而言,在高团队相依性情境中,时间压力与个体工作绩效、创新绩效以及亲社会行为之间呈现出更为积极的相关关系;最后,相对于他评的数据而言,时间压力与自评的工作绩效和员工行为之间呈现出更为积极的相关关系。本元分析为时间压力对个体工作结果的影响效果提供了综合而可靠的结论,也为未来研究提供了一定的理论借鉴和实践参考。     

团队领导组织公民行为的有效性：以双维认同为中介的多层次模型检验

本研究旨在考察团队领导组织公民行为对团队员工角色内绩效的影响及其以团队员工的共享团队认同和领导认同为中介的作用机制。采用团队领导—团队员工匹配问卷的调查方法,使用29个团队的样本数据对相应的多层次模型进行检验。结果显示：团队领导组织公民行为对团队员工角色内绩效有显著的正向影响;团队员工的共享团队认同和领导认同分别和同时在团队领导组织公民行为与团队员工角色内绩效之间起到完全的跨层次中介作用。     

Investigating the Uniqueness and Usefulness of Proactive Personality in Organizational Research: A Meta-Analytic Review

Using meta-analysis (283 effect sizes from 122 studies), we extend prior qualitative and quantitative reviews of research on proactive personality in a number of meaningful ways. First, we examine the discriminant and incremental validity of proactive personality using meta-analytic regression analyses. Our results reveal that more than 50% of variance in proactive personality is unrelated to the Big Five personality traits collectively. Also, proactive personality accounts for unique variance in overall job performance, task performance, and organizational citizenship behaviors, even after controlling for the Big Five personality traits and general mental ability (for overall job performance and task performance). Moreover, we find no subgroup differences in proactive personality, highlighting its potential use in selection contexts. In conclusion, we discuss implications of our findings for research and practice.     

Linking Proactive Personality to Creative Performance: The Role of Job Crafting and High-Involvement Work Systems

This study proposed that job crafting serves as a mechanism reflecting how proactive personality affects creative performance, and this study explored whether these relationships are moderated by high-involvement work systems. Drawn from the conservation of resources theory to develop a cross-level moderated mediation model, a three-wave longitudinal study was conducted with 346 employees and their supervisors in 27 high technology firms in China. This study found that proactive personality was positively related to creative performance and that job crafting mediated the relationship between proactive personality and creative performance, and an indirect effect of proactive personality on creative performance through job crafting was significant when high-involvement work systems was low but not high. Thus, the research results indicate that when human resource management involves less participatory management, incentive rewards, extensive training and information sharing, proactive employees can draw from their personality to craft their job tasks, relations and cognitions, thereby improving creative performance. The theoretical and managerial implications, limitations, and future research directions are discussed.     

Proactive personality and job performance: a social capital perspective

This study of 126 employee-supervisor dyads examined a mediated model of the relationship between proactive personality and job performance. The model, informed by the social capital perspective, suggests that proactive employees reap performance benefits by means of developing social networks that provide them the resources and latitude to pursue high-level initiatives. Structural equation modeling suggested that the relationship between proactive personality and job performance is mediated by network building and initiative taking on the part of the employee.     

Drive and Direction: Empathy with Intended Targets Moderates the Proactive Personality–Job Performance Relationship via Work Engagement

Proactive employees are self-starting and driven. Thus, they typically exhibit high levels of work engagement. While work engagement reflects the degree to which employees are attentive and absorbed when performing their work tasks, it does not guarantee effective job performance unless their actions are strategic. We draw on Grant and Ashford’s (2008) proactivity framework to develop a drive and direction contingency model that expands our understanding of how and when proactive personality predicts job performance via work engagement. We argue that employee’s drive (represented by the positive relation of proactive personality with work engagement) predicts job performance only when the employee also has high (vs. low) empathy with their intended targets, such as customers. Empathy with intended targets allows employees to understand and feel their targets’ concerns and feelings, thus providing a direction that guides their work engagement to address their targets’ interests and predict job performance. Results from a multiple-source (employees, supervisors, and organizational records) lagged (T1–T2) field study and a lab experiment support our model. We discuss the implications, limitations, and future directions of our findings.     

主动性人格对小学教师工作满意度的影响:一个有调节的中介模型

该研究探讨了主动性人格与小学教师工作满意度的关系,并提出一个有调节的中介模型,考察个人-工作匹配的中介效应和工作-家庭冲突对该效应的调节效应。研究采用主动性人格量表、个人-工作匹配量表、工作-家庭冲突量表和工作满意度量表对8所小学420名教师进行测查,结果表明：（1）主动性人格对个人-工作匹配和工作满意度均有显著的正向预测作用;（2）个人-工作匹配在主动性人格与工作满意度之间起着中介作用;（3）个人-工作匹配与工作满意度的关系（中介效应的后半段路径）受到工作-家庭冲突的调节,即工作-家庭冲突可以降低个人-工作匹配对工作满意度的正向影响。因此,主动性人格和工作满意度之间存在有调节的中介效应。     

Proactive Personality and Job Satisfaction: the Mediating Effects of Self-Efficacy and Work Engagement in Teachers

Proactive personality has been demonstrated to be positively correlated with individual’s job satisfaction in addition to big five traits. However, what is less clear are the intervening mechanisms underlying this relationship, the present study examined the mediating effects of self-efficacy and work engagement on the association between proactive personality and job satisfaction. Three hundred and fifty-two (194 females and 158 males) primary and middle school teachers completed the proactive personality scale, the teachers’ self-efficacy scale, the work engagement scale and the short-form Minnesota job satisfaction questionnaire. Results revealed that proactive personality was positively related to teachers’ job satisfaction. In addition, mediation analyses showed that the relation between proactive personality and teachers’ job satisfaction was simple mediated by self-efficacy and work engagement and sequentially mediated by self-efficacy–work engagement. These findings contribute to the complex nature of the relationship between proactive personality and job satisfaction. The possible explanations and limitations are briefly discussed.     

Proactive yet reflective? Materializing proactive personality into creativity through job reflective learning and activated positive affective states

Studies linking proactive personality to creativity have primarily taken a future-oriented perspective, describing a process where individuals assess future opportunities and risks of creative endeavors. Complementing this approach, we draw on an attribution theory perspective to delineate how proactive personality relates to employee creativity through the serial mediating effects of job reflective learning—a backward-looking cognitive process—and activated positive affective states. Job reflective learning captures backward-looking self-assessments and the underlying internal causal attributions, and it is differentiated into two valences: job reflective learning from successes and from failures. Based on two separate multi-wave, multi-source field studies, our findings consistently show a serial mediation process linking proactive personality to creativity through both valences of job reflective learning and activated positive affective states. Job reflective learning from successes breeds joviality, whereas job reflective learning from failures arouses attentiveness. Joviality and attentiveness—both types of activated positive affective states—in turn promote creativity. We discuss the theoretical and practical implications of how proactive employees manifest their proactivity trait into actual creativity through backward-looking cognitive and affective processes.     

Proactive personality and the successful job search: a field investigation with college graduates

The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search outcomes. Job seekers were surveyed at 2 separate points in time, once 3-4 months prior to graduation and once 2-3 months following graduation. The results suggest that proactive personality (a) significantly influenced the success of college graduates' job search, (b) was partially mediated through job search self-efficacy and job search behavior, and (c) was independent of self-esteem and conscientiousness. The findings are discussed in terms of their general implications for understanding the nature of the process through which distal personality factors, such as proactive personality, affect the nature and success of an individual's job search.