组织中个体主动性行为“利与弊”

doi:10.3724/SP.J.1042.2021.01484

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, 个别学者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。

关键词: 主动性, 个体主动性行为, 利与弊

Abstract:

Individual proactive behavior refers to the future-oriented and change-oriented work behavior, which is made actively by individuals in organizations. In the changing and uncertain organizational environment, whether an organization has appropriate individual proactive behavior determines whether the organization can survive and develop better. But does that mean that proactive behavior always has a positive impact on the organization? Scholars have given similar answers from different perspectives, that is, whether at the individual level or the organizational situation level, individual proactive behavior has advantages and disadvantages in the results. Specifically speaking: (1) On the themes of the researches, most studies found that individual proactive behavior could bring positive results, while some scholars also noticed the cost of individual proactive behavior; (2) From the perspectives of the analyses, the positive and negative effects of individual proactive behavior on individuals and organization situations were mainly included; (3) In terms of the theoretical mechanisms, the “advantages and disadvantages” due to individual proactive behavior could find answer in dominance complementarity theory, self-determination theory, attribution theory.
Although the positive and negative effects of individual proactive behavior have attracted the attention of scholars, and some preliminary research attempts have been made on its principles, there is still a lack of integration. Such as dominance complementarity theory, self-determination theory, attribution theory, etc., explained the positive and negative effects of different characteristics of leaders or employees on individual proactive behavior results from different theoretical perspectives. In fact, just as “a coin has both positive and negative sides”, the three factors that affect the results of individual proactive behavior, namely, different forms of individual proactive behavior, the characteristics of proactive actors and observers and various aspects of the situation, also have inherent two sides. They just cover the two sides of the characteristics of leaders or employees explained by the previous three theories, which are relatively more comprehensive and can reveal the internal mechanism of the advantages and disadvantages of individual proactive behavior to a certain extent.
Therefore, this study looks at proactive behavior from the perspective of contradictory duality, and points out that the duality of the factors affecting the outcome of proactive behavior is the main reason for the “advantages and disadvantages” effects of individual proactive behavior. In the long run, the two sides of the contradiction can partially or conditionally transform each other. From the perspective of organizational management, understanding how to deal with the inherent dual contradiction of individual proactive behavior and effectively manage it should also be included in the theoretical framework. This study proposes that future research can integrate the following theories from the perspective of two sides of contradiction:(1) Starting from the types of individual proactive behavior itself, its internal mechanism will be revealed, based on the perspective of wise proactivity theory; (2) From the perspective of the two sides of characteristics of actors or observers of individual proactive behavior, the mechanism behind it will be discussed empirically; (3) Dynamic researches will be conducted from the perspective of the development of the subjective and objective characteristics of proactive behavior. By revealing the dynamic and static internal mechanism of the “advantages and disadvantages” effects of proactive behavior, we hope to further develop the “advantages” side of individual proactive behavior, avoid its “disadvantages” side, especially the interference of subjective factors, complete the research framework of proactive behavior, and deepen the regular understanding of the result effects of proactive behavior.

Key words: initiative, individual proactive behavior, advantages and disadvantages

中图分类号:

B849: C93

李玲玲, 黄桂. (2021). 组织中个体主动性行为“利与弊”. 心理科学进展 , 29(8), 1484-1496.

LI Lingling, HUANG Gui. (2021). “Advantages and disadvantages” of individual proactive behavior in organizations. Advances in Psychological Science, 29(8), 1484-1496.

图/表 2

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作者(年份)	结果效应
Crant (2000)	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 (2010)	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 (2013)	工作表现、职业成功和主观满意度。
Parker等(2019)	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(2009)	提高个体表现和组织绩效。
胡青等(2011)	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)。

作者(年份)	结果效应
Crant (2000)	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 (2010)	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 (2013)	工作表现、职业成功和主观满意度。
Parker等(2019)	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(2009)	提高个体表现和组织绩效。
胡青等(2011)	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)。