军工研发人员内部人身份感知对其离职意向及创新行为的作用机理：主动性人格与组织职业生涯管理的联合效应

内部人是普遍存在于军工企业中的一种传统的非正式身份划分，这一特殊身份所蕴含的丰富资源对军工研发人员工作态度和行为具有重要影响。基于资源保存理论，考察内部人身份感知影响离职意向和创新行为的过程机理及多重交互效应。对712名研发人员进行问卷调查，结果发现：①内部人身份感知负向预测离职意向，正向预测创新行为，工作使命感在上述关系中起部分中介作用；②主动性人格正向调节工作使命感与离职意向的关系；③工作使命感与主动性人格、组织职业生涯管理对离职意向、创新行为的三维交互效应显著，即在高主动性人格、低组织职业生涯管理条件下，工作使命感对离职意向的负向预测作用更强，而在二者双低条件下，工作使命感对创新行为的正向作用更强。

The Mechanism of Perceived Insider Status on Turnover Intention and Innovative Behavior of Military Industry R&D Personnel: the Joint Effect of Proactive Personality and Organizational Career Management

"Insider" is a kind of traditional and informal division of identity that generally exists in military industry enterprises.The rich resources that contained in this special status have an important impact on military industry R&D personnel's working attitude and behavior.Based on the conservation of resources theory, we examine the process mechanism and multiple interaction effects of perceived insider status on its turnover intention and innovative behavior.A questionnaire survey for 712 R&D personnel and the results show that: ①perceived insider status predicts turnover intention negatively and innovative behavior positively, and working calling partially mediates the above relationship；②proactive personality positively moderates effect of working calling on turnover intention and innovative behavior；③the three interactions of working calling, proactive personality and organizational career management on turnover intention and innovative behavior are significant respectively.When proactive personality is high and organizational career management is low, the negative relationship of working calling and turnover intention is stronger.When both are low, the positive relationship of working calling and innovative behavior is stronger.