员工核心自我评价与职业主动行为：变革型领导的调节作用

论文总字数：28410字

摘 要

职业主动行为对于企业、管理者、员工而言都有着十分重要的影响作用。本研究的目的是探究职业主动行为的前因变量中，个体因素方面的核心自我评价和环境因素方面的变革型领导对其作用机制。

本文基于主动行为理论和交互作用理论，深入研究了核心自我评价怎样在变革型领导的调节作用下影响员工的职业主动行为。根据南京某银行191名员工的问卷回复，整理分析数据后得到结果表明，核心自我评价对员工职业主动行为有显著的正向影响；变革型领导对员工的职业主动行为有显著的正向影响；在员工核心自我评价较高的时候，变革型领导对员工的职业主动行为的影响大大减弱。员工的核心自我评价似乎取代了变革型领导对职业主动行为的影响作用。

这一结果有效证明了核心自我评价作为稳定广泛的个人特质，可以从自尊、一般自我效能感、神经质、心理控制源四个维度正向影响员工职业主动行为。变革型领导作为其中关键的情境因素，可以从智力刺激、理想化影响、鼓舞性激励和个性化考虑四个维度激发其职业主动行为。且二者在一定程度上起着交替作用的效果。

关键词：核心自我评价，变革型领导，职业主动行为

Core Self-evaluation and Proactive Career Behavior of Employees: Moderating Effect of Transformational Leadership

14315102 Ding Li

Supervised by Xu Qin

Abstract

Proactive career behavior has a very important influence on enterprises, managers and employees. The purpose of this study is to explore the antecedents of occupational active behavior, the core self-evaluation in individual factors and the mechanism of transformational leadership in environmental factors.

Based on active behavior theory and interaction theory, this paper deeply studies how core self-evaluation affects employees' professional initiative under the adjustment role of transformational leadership. According to the questionnaire responses of 191 employees of a bank in Nanjing, the results of the analysis showed that the core self-evaluation had a significant positive impact on the employee's professional initiative; the transformational leadership had a significant positive impact on the employee's professional initiative; When the core self-evaluation of employees is high, the influence of transformational leadership on employees' professional initiative is greatly weakened. The core self-evaluation of employees seems to replace the influence of transformational leadership on professional initiative.

This result effectively proves that core self-evaluation as a stable and extensive personal trait can positively affect employees' proactive career behavior from four dimensions of self-esteem, general self-efficacy, neuroticism and locus of control. Transformational leadership, as one of the key situational factors, can stimulate its professional initiative from four dimensions: intellectual stimulation, idealized influence, inspiring stimulation and personalized consideration. And the two play an alternate role to some extent.

KEY WORDS: core self-evaluation，transformational leadership，proactive career behavior

目 录

摘要 ……………………………………………………………………………………………Ⅰ

Abstract ……………………………………………………………………………………Ⅱ

1. 绪论 ……………………………………………………………………………………1

1.1 研究背景及意义 ……………………………………………………………………1

1.1.1研究背景 ……………………………………………………………………1

1.1.2研究意义 ……………………………………………………………………2

1.2 研究内容和技术方法 ………………………………………………………………2

1.3论文研究路线 ………………………………………………………………………3

1. 文献综述 ………………………………………………………………………………5

2.1 核心自我评价的文献综述 …………………………………………………………5

2.2 变革型领导的文献综述 ……………………………………………………………5

2.3 职业主动行为的相关理论概述……………………………………………………8

1. 理论假设 ……………………………………………………………………………10

3.1核心自我评价与职业主动行为 ……………………………………………………10

3.2变革型领导与职业主动行为 ………………………………………………………11

3.3变革型领导的调节作用 ……………………………………………………………12

3.4模型结构 ……………………………………………………………………………13

1. 研究设计 ……………………………………………………………………………14

4.1研究样本说明 ………………………………………………………………………14

4.2变量测量……………………………………………………………………………14

4.2.1核心自我评价………………………………………………………………14

4.2.2变革型领导 …………………………………………………………………14

4.2.3职业主动行为 ………………………………………………………………15

4.2.4控制变量 ……………………………………………………………………15

1. 假设检验与结果 ……………………………………………………………………15

5.1描述性统计 ……………………………………………………………………15

5.2层级线性回归分析 …………………………………………………………………17

1. 研究结论与展望 ……………………………………………………………………19

6.1研究结论分析 ……………………………………………………………………19

6.1.1研究结论分析 ………………………………………………………………19

6.1.2贡献 …………………………………………………………………………20

6.2管理政策建议 ………………………………………………………………………20

6.3研究局限性与展望…………………………………………………………………21

结论 …………………………………………………………………………………………23

参考文献（References） ……………………………………………………………………24

附录 …………………………………………………………………………………………26

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