上下级关系与职业主动行为之间的倒U型关系——基于跨边界视角

doi:10.3724/SP.J.1041.2026.0130

摘要/Abstract

摘要：

基于边界理论, 本文关注上下级关系对职业主动行为的影响, 探讨了职业边界入侵在其中发挥的中介作用、职业未来时间观和组织支持员工发展发挥的调节作用。本研究采纳三个实证研究进行检验。研究1考察了上下级关系与职业主动行为之间的直接关系; 研究2检验了职业未来时间观和组织支持员工发展在其中发挥调节作用; 研究3验证了整体模型, 包括职业边界入侵这一中介机制及其边界条件。结果发现：上下级关系与职业边界入侵、职业主动行为之间呈现曲线关系。在高职业未来时间观和组织支持员工发展的情况下, 员工在面临紧密的上下级关系时, 往往感受到更高的职业边界入侵, 进而更多地会降低职业主动行为; 而在低职业未来时间观和组织支持员工发展的情况下, 随着上下级关系的提升, 员工则较少感受到职业边界入侵, 进而倾向于提升职业主动行为。本文首次从跨边界视角提出并验证了上下级关系和职业主动行为之间的复杂关系, 为理解中国文化情境下的上下级关系对职业发展的影响提供了新视角, 具有重要的理论与实践意义。

关键词: 上下级关系, 职业主动行为, 职业未来时间观, 组织支持员工发展, 职业边界入侵, 跨边界视角

Abstract:

Drawing from boundary theory, we examine the impact of supervisor−subordinate guanxi (SSG) on proactive career behavior, while exploring the mediating effect of career intrusion and moderating roles of occupational future time perspective and organizational support for employee development. We propose that the relationship between SSG and proactive career behavior follows an inverted U-shape. Specifically, high levels of occupational future time perspective and organizational support encourage employees to prioritize their personal career boundaries, which amplifies the negative impact of overly close SSG on their career development via career intrusion.

To investigate the impact of SSG on employee proactive career behavior, we conducted three empirical studies. Study 1 examines the direct relationship between SSG and proactive career behavior, revealing an inverted U-shaped association that highlights the potential downsides of overly strong guanxi. Study 2 explores the boundary conditions of this relationship by testing the moderating effects of occupational future time perspective and organizational support for employee development. Building on these findings, Study 3 integrates career intrusion as a mediating mechanism and further validates the overall model.

Through three studies, we find that: (1) a significant inverted U-shaped relationship exists between SSG and proactive career behavior; (2) a significant U-shaped relationship exists between SSG and career intrusion; (3) when occupational future time perspective and organizational support are higher, employees tend to experience higher career intrusion and reduce proactive career behavior in response to overly close SSG in order to protect their career autonomy, thus strengthening the inverted U-shape; (4) when occupational future time perspective and organizational support are lower, employees are less likely to experience career intrusion and tend to increase proactive career behavior to reciprocate their leaders, which weakens the inverted U-shaped relationship between SSG and proactive career behavior.

This research advances the literature by investigating the complex relationship between SSG and proactive career behavior from the cross-boundary perspective, exploring the mediating role of career intrusion and revealing how occupational future time perspective and organizational support serve as boundary conditions in this dynamic. The findings provide new insights into understanding the influence of SSG on career development, particularly within the Chinese cultural context, and have important theoretical and practical implications for scholars and practitioners alike.

Key words: Supervisor−Subordinate Guanxi, proactive career behavior, occupational future time perspective, organizational support for employee development, career intrusion, cross-boundary perspective

中图分类号:

B849:C93

钟杰, 倪丹, 郑晓明, 马超. (2026). 上下级关系与职业主动行为之间的倒U型关系——基于跨边界视角. 心理学报, 58(1), 130-150.

ZHONG Jie, NI Dan, ZHENG Xiaoming, MA Chao. (2026). The inverted U-shaped relationship between Supervisor−Subordinate Guanxi and proactive career behavior: From cross-boundary perspective. Acta Psychologica Sinica, 58(1), 130-150.

图/表 16

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变量	M	SD	1	2	3	4	5	6
1. 性别	1.30	0.46	−
2. 年龄	29.89	6.26	0.11	−
3. 教育程度	3.03	0.92	0.03	0.12	−
4. 工作年限	4.83	4.81	0.08	0.62^**	−0.14	−
5. 上下级关系	3.18	0.75	−0.33^**	−0.004	−0.08	−0.11	−
6. 职业主动行为	3.81	0.55	−0.05	0.02	0.01	0.03	0.07	−

变量	M	SD	1	2	3	4	5	6
1. 性别	1.30	0.46	−
2. 年龄	29.89	6.26	0.11	−
3. 教育程度	3.03	0.92	0.03	0.12	−
4. 工作年限	4.83	4.81	0.08	0.62^**	−0.14	−
5. 上下级关系	3.18	0.75	−0.33^**	−0.004	−0.08	−0.11	−
6. 职业主动行为	3.81	0.55	−0.05	0.02	0.01	0.03	0.07	−

变量	职业主动行为
变量	模型1 系数 (SE)	模型2 系数 (SE)	模型3 系数 (SE)
截距	3.83^***(0.25)	3.81^***(0.25)	3.80^***(0.25)
性别	−0.06 (0.09)	−0.04 (0.09)	−0.04 (0.09)
年龄	0.0002 (0.01)	0.001 (0.01)	0.001(0.01)
教育程度	0.01 (0.05)	0.02 (0.05)	0.02 (0.05)
工作年限	0.03 (0.01)	0.01 (0.01)	0.01 (0.01)
上下级关系		0.05 (0.06)	0.08 (0.06)
上下级关系的平方			−0.10^*(0.05)
R²	0.004	0.01	0.03
R²change	0.004	0.003	0.02
F	0.18	0.27	0.99
F change	0.18	0.62	4.55^*

变量	职业主动行为
变量	模型1 系数 (SE)	模型2 系数 (SE)	模型3 系数 (SE)
截距	3.83^***(0.25)	3.81^***(0.25)	3.80^***(0.25)
性别	−0.06 (0.09)	−0.04 (0.09)	−0.04 (0.09)
年龄	0.0002 (0.01)	0.001 (0.01)	0.001(0.01)
教育程度	0.01 (0.05)	0.02 (0.05)	0.02 (0.05)
工作年限	0.03 (0.01)	0.01 (0.01)	0.01 (0.01)
上下级关系		0.05 (0.06)	0.08 (0.06)
上下级关系的平方			−0.10^*(0.05)
R²	0.004	0.01	0.03
R²change	0.004	0.003	0.02
F	0.18	0.27	0.99
F change	0.18	0.62	4.55^*

Model	χ²	df	χ²/df	Δχ²	CFI	TLI	RMSEA	SRMR
1. 四因子模型	1291.63	421	3.07	—	0.91	0.92	0.07	0.06
2. 三因子模型	2091.51	424	4.93	799.88^***	0.84	0.82	0.09	0.09
3. 二因子模型	4158.53	426	9.76	2866.90^***	0.64	0.60	0.14	0.21
4. 一因子模型	10764.51	465	23.15	9472.88^***	0.51	0.46	0.16	0.22