从被要求做到主动做：群体卷入模型视角下高参与人力资源实践对员工前瞻行为的影响研究

文章以333名员工和68名主管在两时间点进行的配对调查为样本，基于群体卷入模型的研究视角，探析了高参与人力资源实践与员工前瞻行为之间的关系，对员工感知的高参与人力资源实践如何通过员工组织地位感知促进前瞻行为进行了研究。研究结果表明，员工感知的高参与人力资源实践能够正向预测员工的前瞻行为，而员工组织地位感知在这一关系中起完全中介作用。同时，员工主动性人格会削弱组织地位感知对前瞻行为的正向影响，即相对于高主动性人格的员工，主动性人格较低的员工更易受到由高参与人力资源实践导致的组织地位感知的正向影响，进而更多表现前瞻行为。

From Forced Action to Proactivity：A Study on the Impact of High Involvement Human Resource Practices on Employee Proactive Behavior from the Perspective of Group Engagement Model

From the perspective of group engagement model (GEM) this study explores the mediating role of employee organizational status perception between high involvement human resource practices and employee proactive behavior. Using paired survey data collected at two time points from 333 subordinates and 68 supervisors, the empirical researches indicate that employee’s perceived high involvement human resource practices have a significantly positive impact on employee proactive behavior, and this positive relationship is fully mediated by employee organizational status perception which has positive effect on employee proactive behavior. The research also indicates that employee’s proactive personality negatively moderates the indirect effect of employee’s perceived high involvement human resource practices on employee proactive behavior through employee organizational status perception. Specifically, under the condition of high employee proactive personality, the positive mediating effect of employee’s perceived high involvement human resource practices on employee proactive behavior through employee organizational status perception is weaker than such positive effect under the condition of low employee proactive personality.