Parker Sharon K, Williams Helen M, Turner Nick
Australian Graduate School of Management, The University of New South Wales, Sydney, NSW, Australia.
J Appl Psychol. 2006 May;91(3):636-52. doi: 10.1037/0021-9010.91.3.636.
Using a sample of U.K. wire makers (N = 282), the authors tested a model in which personality and work environment antecedents affect proactive work behavior via cognitive-motivational mechanisms. Self-reported proactive work behaviors (proactive idea implementation and proactive problem solving) were validated against rater assessments for a subsample (n = 60) of wire makers. With the exception of supportive supervision, each antecedent was important, albeit through different processes. Proactive personality was significantly associated with proactive work behavior via role breadth self-efficacy and flexible role orientation, job autonomy was also linked to proactive behavior via these processes, as well as directly; and coworker trust was associated with proactive behavior via flexible role orientation. In further support of the model, the cognitive-motivational processes for proactive work behavior differed from those for the more passive outcome of generalized compliance.
作者以英国电线制造商为样本（N = 282），测试了一个模型，其中人格和工作环境前因通过认知动机机制影响积极工作行为。针对电线制造商子样本（n = 60）的评估者评价，对自我报告的积极工作行为（积极想法实施和积极问题解决）进行了验证。除了支持性监督外，每个前因都很重要，尽管其作用过程不同。积极人格通过角色广度自我效能感和灵活角色定位与积极工作行为显著相关，工作自主性也通过这些过程以及直接方式与积极行为相关联；同事信任通过灵活角色定位与积极行为相关联。为进一步支持该模型，积极工作行为的认知动机过程与更被动的普遍遵守结果的过程不同。
