前摄型人格、工作形塑与员工创新绩效 ——基于冗余资源的调节作用

基于人格特质和资源基础理论，构建了一个以冗余资源为调节变量，工作形塑为中介变量的前摄型人格影响员工创新绩效的被调节的中介模型。以银行员工为调研样本，运用层次线性回归方法进行统计分析。研究结果显示：前摄型人格和工作形塑均显著正向的影响员工创新绩效，工作形塑在前摄型人格对员工创新绩效影响关系中起部分中介作用；冗余资源对前摄型人格与形塑之间关系起正向调节作用，而在前摄型人格与形塑之间关系的调节作用是非线性，倒U型的；冗余资源正向调节着工作形塑在前摄型人格与员工创新绩效之间的间接效应，即冗余资源较高时，前摄型人格通过工作形塑对员工创新绩效产生的间接作用更强。

The Impact of Positive Personality on Employee Work Performance

Drawing upon positive behavior theory and resource-based theory, we construct a moderated mediation model. Taking organizational slack as a moderator and job crafting as a mediator, the model explores the relationship between positive personality, employee work performance and boundary conditions. Using 195 bank employees as the research objects, we test the direct and indirect effect of the model. The results of hierarchical linear model show that job crafting positively mediates the relationship between positive personality and employee work performance; organizational slack positively moderates the mediated relationship among the three variables, and it has a non linear, inverse U-shaped moderation on the relationship between positive personality and employee work performance.