主动性人格与工作绩效：个体-组织匹配的调节作用

本研究的目的：考察主动性人格在中国企业内对工作绩效的预测性及个体-组织匹配在其中的调节作用。方法：研究以三家中国本土企业的253名员工为被试，使用修订过的主动性人格量表。结果：（1）除了大五人格和社会赞许性之外，主动性人格还可以解释工作绩效8．5％的方差变异；（2）整体分析时只有团队导向因素显著，单独分析时高新独资企业中注重细节因素、团队导向因素和结果导向因素有显著的调节作用；民营企业中尊重员工因素有显著的调节作用；国有企业中革新性因素和团队导向因素有显著的调节作用。结论：主动性人格可以有效地预测工作绩效，个体-组织匹配则根据不同的企业组织，不同的因素在主动性人格和工作绩效的关系中起调节作用。关于本研究的贡献与不足以及未来的研究方向都有所讨论。

Proactive Personality and Job Performance:The Moderate Effect of Person-Organization Fit

This study mainly investigated the predictable effect of the proactive personality in job performance,and also explored the moderating effects of the person-organization fit between proactive personality and job performance in China.A sample of 253 employees in three different Chinese companies was used to test our hypothesis.We applied both self-report and other evaluating methods for collecting the data.The results indicated that:(1)consistent with our hypothesis,after controlling the Big Five and the Soc...