Yu Ting, Zhao Yanmei, Zhang Zhengtang
Department of Human Resource Management, School of Business, Nanjing University, Nanjing, China.
Department of Human Resource Management, School of Business, Nanjing Audit University, Nanjing, China.
Front Psychol. 2023 Jun 2;14:1176862. doi: 10.3389/fpsyg.2023.1176862. eCollection 2023.
Given the increasing uncertainty in today's environment, how enterprises implement changes to stimulate employee proactive work behavior has become an important practical topic in the human resources field. This study considers work flow direction and refers to the work characteristic and job demand-resource models to explore the influence of task interdependence (initiated and received) on employee proactive work behavior. We interviewed human resource staff and surveyed employees of an internet company headquartered in Jiangsu, China. The empirical results show that initiated task interdependence has a positive impact on employee proactive work behavior, and task significance plays a mediating role between them. Self-esteem does not affect the positive relationship between initiated task interdependence and task significance, nor does it influence the aforementioned mediating effect of task significance. Moreover, received task interdependence has no significant effect on proactive work behavior, and task significance has no significant mediating effect between them. Self-esteem moderates the relationship between received task interdependence and task significance. Specifically, when self-esteem is low, received task interdependence positively predicts task significance, and when self-esteem is high, the received task interdependence-task significance relationship is not significant. Furthermore, self-esteem moderates the mediating effect of task significance between received task interdependence and proactive work behavior. Specifically, when self-esteem is low, task significance plays a mediating role but not when self-esteem is high. Theoretical contributions and managerial implications are discussed.
鉴于当今环境中不确定性日益增加，企业如何实施变革以激发员工的积极工作行为已成为人力资源领域一个重要的实践课题。本研究考虑工作流程方向，并参考工作特征模型和工作需求-资源模型，探讨任务相互依存性（发起和接受）对员工积极工作行为的影响。我们采访了人力资源工作人员，并对一家总部位于中国江苏的互联网公司的员工进行了调查。实证结果表明，发起任务相互依存性对员工积极工作行为有正向影响，且任务重要性在二者之间起中介作用。自尊不影响发起任务相互依存性与任务重要性之间的正向关系，也不影响上述任务重要性的中介作用。此外，接受任务相互依存性对积极工作行为没有显著影响，且任务重要性在二者之间没有显著的中介作用。自尊调节接受任务相互依存性与任务重要性之间的关系。具体而言，当自尊较低时，接受任务相互依存性正向预测任务重要性，而当自尊较高时，接受任务相互依存性与任务重要性之间的关系不显著。此外，自尊调节任务重要性在接受任务相互依存性与积极工作行为之间的中介作用。具体而言，当自尊较低时，任务重要性起中介作用，而当自尊较高时则不然。本文还讨论了理论贡献和管理启示。
