员工主动变革行为:前因与后果

Employee Taking Charge: Antecedents and Consequences

员工主动变革行为已逐渐成为组织获得可持续发展的关键。主动变革行为是指员工通过主动变革工作流程、程序和政策等来建设性地完成工作,继而实现组织的功能性改变。本研究主要从认知因素、动机因素、情感因素、关系因素、人口统计学变量、人格特质、领导行为、组织因素与工作因素等方面梳理了主动变革行为的前因,从工作绩效、工作满意度、组织承诺、离职倾向与职业发展等方面梳理了主动变革行的后果。未来研究应进一步完善员工主动变革行为的概念,开发更加有效的测量工具,丰富主动变革行为的前因与后果,拓展主动变革行为的中介机制,并考察中国本土文化对主动变革行为的权变作用。

Employees' taking charge behavior has gradually become the key to the sustainable development of the organization. It refers to that employees can constructively complete their work by actively changing work procedures, procedures, policies and so on, and then achieve functional changes of the organization. The research mainly reviews the antecedents of taking charge from cognitive factors, motivation factors, emotional factors, relationship factors, demographic variables, personality traits, leadership behaviors, organizational factors and work factors, and reviews the consequences of taking charge from job perfonnance, job satisfaction, organizational commitment, turnover intention and career development. Furthermore, future study should improve the concept of taking change, develop more effective measurement tools, enrich the antecedents and consequences of taking charge, expand its mediating mechanism, and investigate the contingency effect of Chinese indigenous culture on taking charge.