) 1郑州升达经贸管理学院, 郑州 451191
2中山大学管理学院, 广州 510520
3中山大学新华学院管理学院, 广州 510520
收稿日期:2020-05-25发布日期:2021-06-25通讯作者:黄桂E-mail:mnshg@mail.sysu.edu.cn基金资助:教育部人文社会科学研究青年基金项目(17YJC630192);国家自然科学基金项目(71802175);第九批河南省重点学科(企业管理)阶段性成果(教高【2018】119号)“Advantages and disadvantages” of individual proactive behavior in organizations
LI Lingling1, HUANG Gui2,3() 1Zhengzhou Shengda University, Zhengzhou 451191, China
2School of Business, Sun Yat-Sen University, Guangzhou 510527, China
3Xinhua College of Sun Yat-Sen University, Guangzhou 510520, China
Received:2020-05-25Published:2021-06-25Contact:HUANG Gui E-mail:mnshg@mail.sysu.edu.cn摘要/Abstract
摘要： 个体主动性行为是组织中个体主动做出的面向未来和面向变革的工作行为, 近年来成为组织行为研究领域的重要议题。从现有研究来看: (1)在研究主题上, 多数研究发现了个体主动性行为可以带来正向结果, 个别****也注意到了个体主动性行为的代价; (2)在分析视角上, 主要包括个体主动性行为对个体层面和组织情境层面的正向与负向影响; (3)在理论机制上, 个体主动性行为的“利弊”效应可用优势互补理论、自我决定理论和归因理论来解释。未来研究可着重进行以下理论整合: (1)从个体主动性行为类型出发, 基于智慧主动性的视角揭示其内在机制; (2)从主动性行为者和观察者特征两面性的视角, 实证探讨其背后机理; (3)从主动性行为主客体特征的发展视角进行动态研究。
图/表 2
表1个体主动性行为结果相关综述研究汇总
| 作者(年份) | 结果效应 |
|---|---|
| Crant ( | 高工作绩效、职业成功、工作态度、个人控制感和角色清晰。 |
| Bindl和Parker ( | 个体水平结果(如更高的收入、满意度与绩效评价)、团队水平结果(如团队学习和团队绩效)和组织水平结果(如公司财务业绩)。 |
| Chia和Sharon ( | 工作表现、职业成功和主观满意度。 |
| Parker等( | 明确了影响个体主动性行为对结果的三类因素——不同形式的主动性行为、主动性行为个体特征、情境的各个方面。 |
| 蒋琳锋和袁登华( | 提高个体表现和组织绩效。 |
| 胡青等( | 个体结果(如绩效、职业发展、心理健康、认同感等); 团体结果(团体工作满意感、总体组织承诺、团队承诺等); 组织结果(组织绩效等)。 |
表1个体主动性行为结果相关综述研究汇总
| 作者(年份) | 结果效应 |
|---|---|
| Crant ( | 高工作绩效、职业成功、工作态度、个人控制感和角色清晰。 |
| Bindl和Parker ( | 个体水平结果(如更高的收入、满意度与绩效评价)、团队水平结果(如团队学习和团队绩效)和组织水平结果(如公司财务业绩)。 |
| Chia和Sharon ( | 工作表现、职业成功和主观满意度。 |
| Parker等( | 明确了影响个体主动性行为对结果的三类因素——不同形式的主动性行为、主动性行为个体特征、情境的各个方面。 |
| 蒋琳锋和袁登华( | 提高个体表现和组织绩效。 |
| 胡青等( | 个体结果(如绩效、职业发展、心理健康、认同感等); 团体结果(团体工作满意感、总体组织承诺、团队承诺等); 组织结果(组织绩效等)。 |
图1个体主动性行为利弊内在机制整合模型 注: 行为者的特征既包含行为者的客观特征也包括观察者感知的特征。 资料来源: 本文作者整理。
图1个体主动性行为利弊内在机制整合模型 注: 行为者的特征既包含行为者的客观特征也包括观察者感知的特征。 资料来源: 本文作者整理。参考文献 86
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