How does the Task Autonomy Promote Proactive Behavior?— A Moderated Mediation Model

Abstract

Abstract: The study on proactive behaviors in the workplace has become a a research hotspot in the field of organizational behavior. This paper explores the mechanism of task autonomy, role breadth self-efficacy and supportive organizational climate affecting proactive behaviors. Through the Hierarchical regression analysis and bootstrap, the study shows that the role breadth self-efficacy has a partial mediating effect between task autonomy and proactive behaviors. The supportive organizational climate moderates this mediation effect. With the supportive organizational climate increasing, the effect of the role breadth self-efficacy on employees' proactive behavior will be strengthened.

Key words: Proactive Behavior, Task Autonomy, Supportive Organization Climate, Role Breadth Self-Efficacy

摘要： 工作场所中的员工前摄行为研究已经成为组织行为学领域的研究热点。本文探讨任务自主性、超角色自我效能与支持性组织氛围影响员工前摄行为的作用机制,通过层级回归与bootstrap分析,研究结果发现:超角色自我效能在任务自主性与员工前摄行为之间具有部分中介作用。支持性组织氛围对超角色自我效能的中介作用具有调节效应,超角色自我效能对员工前摄行为的影响随着支持性组织氛围的增加而增加。

关键词: 前摄行为, 任务自主性, 支持性组织氛围, 超角色自我效能

CLC Number:

F272.92

SU Lei, XU Bilin. How does the Task Autonomy Promote Proactive Behavior?— A Moderated Mediation Model[J]. , 2017, 33(10): 98-106.

苏磊, 徐碧琳. 任务自主性如何促进员工前摄行为？——一个被调节的中介效应模型[J]. 财经论丛, 2017, 33(10): 98-106.

References

[1] Grant A. M., Ashford S. J. The Dynamics of Proactivity at Work[J]. Research in Organizational Behavior,2008,28(2):3-25.
[2] Saks A. M., Ashforth B. Proactive Socialization and Behavioral Self-management[J]. Journal of Vocational Behavior,1996,48(3):301-323.
[3] Dyne L., LePine J. A. Helping and Voice Extra-role Behaviors: Evidence of Construct and Predictive Validity[J]. Academy of Management Journal,1998,41(1):108-119.
[4] Parker, Collins. Taking Stock: Integrating and Differentiating Multiple Proactive Behaviors[J]. Journal of Management,2010,36(5):633-662.
[5] Glaser, Stam, Takeuchi. Managing the Risks of Proactivity: A Multilevel Study of Initiative and Performance in the Middle Management Context[J]. Academy of Management Journal,2016, 59(4):1339-1360.
[6] Pin, Ming, Su. Role Breadth Self-Efficacy and Foci of Proactive Behavior: Moderating Role of Collective, Relational, and Individual Self-Concept[J]. Journal of Psychology.2015,149(8):846-865.
[7] Lam C. F., Spreitzer G., Fritz C. Too Much of a Good Thing: Curvilinear Effect of Positive Affect on Proactive Behaviors[J]. Journal of Organizational Behavior,2014,35(2):530-546.
[8] Zhang,Law , Lin. You Think You are Big Fish in a Small Pond? Perceived Over Qualification, Goal Orientations, and Proactivity at Work[J]. Journal of Organizational Behavior. 2016,37(1):61-84.
[9] Eisenberger R., Cameron J. Detrimental Effects of Reward: Reality or Myth?[J].American Psychologist,1996, 51(11):1153-1166.
[10] Frese, Kring, Soose, et al. Personal Initiative at Work: Differences between East and West Germany[J]. Academy of Management Journal,1996,39(1):37-63.
[11] Martin, Liao, Campbell. Directive Versus Empowering Leadership: A Field Experiment Comparing Impacts on Task Proficiency and Proactivity[J]. Academy of Management Journal. 2013, 56(5):1372-1395.
[12] 李锐,田晓明.主管威权领导与下属前瞻行为:一个被中介的调节模型构建与检验[J].心理学报,2014,(11):1791-1733.
[13] 李成江,杨东涛.员工授权知觉与前摄行为关系研究:独立型伦理氛围的中介作用[J].软科学,2011,(4):91-95.
[14] 田晓明,李锐.自我牺牲型领导能促进员工的前瞻行为吗？——责任感知的中介效应及其边界条件[J].心理学报,2015,(12):1472-1485.
[15] 许勤,席猛,赵曙明. 基于工作投入与核心自我评价视角的辱虐管理与员工主动行为研究[J]. 管理学报,2015,(3):347-354.
[16] Parker S. K., Williams H., Turner N., Modeling the Antecedents of Proactive Behavior at Work[J]. Journal of Applied Psychology,2006,(91):636-652.
[17] 班杜拉.思想和行动的社会基础:社会认知论[M]. 林颖等,译. 上海:华东师范大学出版社,2001.17.
[18] Hackman R., Oldham G. Development of the Job Diagnostic Survey[J]. Journal of Applied Psychology,1975, 60(3):159-170.
[19] Deci E.L., Ryan R.M. The What and Why of Goal Pursuits: Human Needs and the Self-determination of Behavior[J]. Psychological Inquiry,2000,11(4):227-268.
[20] Renn R. W., Vandenberg R. J. The Critical Psychological States: An Underrepresent Component in Job Characteristics Model Research[J]. Journal of Management,1995,21(5):279-303.
[21] Parker S. K. Role Breadth Self-Efficacy: Relationship with Work Enrichment and other Organizational Practices[J]. Journal of Applied Psychology,1998,83(6):835-852.
[22] 罗宾斯.组织行为学[M].孙健敏,李源,译.北京:中国人民大学出版社,2005.507.
[23] Axtell C. M., Holman D. J., Unsworth K. L., Wall T. D., Waterson P. E., Harrington E. Shop Floor Innovation: Facilitating the Suggestion and Implementation of Ideas[J]. Journal of Occupational and Organizational Psychology,2000,73(7):265-285.
[24] Rank J., Carsten J. M., Unger J. M., Spector P E. Proactive Customer Service Performance: Relationships with Individual, Task, and Leadership Variables[J]. Human Performance,2007,20(2):363-390.
[25] Bandura A. Self-efficacy: The Exercise of Control[M]. New York: Freeman Press,1997,pp.176-178.
[26] Gist M. E., Mitchell T. R. Self-efficacy: A Theoretical Analysis of its Determinants and Malleability[J]. Academy of Management Review,1992,17(4):183-211.
[27] Speier C., Frese M. Generalized Self-efficacy as a Mediator and Moderator between Control and Complexity at Work and Personal Initiative: A Longitudinal Study in East Germany[J]. Human Performance,1997,10(2):171-192.
[28] Axtell C. M., Parker, S. K. Promoting Role Breadth Self-efficacy through Involvement, Work Redesign and Training[J]. Human Relations,2003.56(6):112-131.
[29] Ferris, A., Arthur, M.M., Berkson, H.M., et al. Toward a Social Context Theory of the Human Resource Management Organization Effectiveness Relationship[J]. Human resource Management Review,1998,8(3):235-264.
[30] Hollman R. W. Supportive Organizational Climate and Managerial Assessment of MBO Effectiveness[J]. Academy of Management Journal,1976,19(4):560-576.
[31] Eisenberger R., Huntington R., Hutchison S., et al. Perceived Organizational Support[J]. Journal of Applied Psychology,1986, 71(8):500-507.
[32] Eisenberger R., Rhoades L., Cameron J. Does Pay for Performance Increase or Decrease Perceived Self-determination and Intrinsic Motivation?[J]. Journal of Personality and Social Psychology,1999,77(3):1026-1040.
[33] Luthans S. M., Norman B. J., Avolio, et al. The Mediating Role of Psychological Capital in the Supportive Organizational Climate-employee Performance Relationship[J]. Journal of Organizational Behavior,2008,29(2):219-238.
[34] Gouldner A. W. The Norm of Reciprocity: A Preliminary Statement[J]. American Sociological Review,1960,25(5):161-178.
[35] Podsakoff P. M., MacKenzie S. B., Lee, J. Y., Podsakoff N. P. Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies[J]. Journal of Applied Psychology,2003,88(4):873-903.
[36] Sims H.P., Szilagyi A.D., Keller R.T. The Measurement of Job Characteristcs[J] .Academy of Management Journal,1976,19(2):195-212.
[37] Rogg K. L., Schmidt D.B., Shull C., et al. Human Resource Practices, Organizational Climate, and Customer Satisfaction[J]. Journal of Management,2001,27(4):431-449.
[38] Griffin M. A., Neal A., Parker S. K. A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts[J]. Academy of Management Journal,2007,50(7):327-347.
[39] Bateman, Crant. The Proactive Component of Organizational Behavior: a Measure and Correlates[J]. Journal of Organizational Behavior,1993,14(2):103-118.
[40] 温忠麟,刘红云,侯杰泰.调节效应和中介效应分析[M].北京:教育科学出版社,2012.85-86.
[41] Aiken L. S., West S. G. Multiple Regression: Testing and Interpreting Interactions[M]. London: Sage Publication,1991,pp.14-22.