中文摘要
中文摘要
在组织管理的研究中，关于如何提升员工工作绩效一直是学者们关注的中心话题。现有关工作绩效的研究主要从实体的稳态特征视角出发，考察人格特质（如可靠性、外向型、责任心等）、认知能力（如知识、技能等）、组织情境（如领导风格、组织信任等）对工作绩效的影响。而事件系统理论提出，研究实体的稳态特征固然重要，但不足以全面解释组织中的现象，需要将事件纳入研究的考虑之中。
事件系统理论指出事件是实体的外在动态经历，并阐释了事件强度属性（事件关键性、颠覆性、新颖性）对实体行为的影响过程。同时相关学者指出事件的三个强度属性代表事件的不同方面，他们可以独立运作以对实体产生不同的影响，近来研究也指出可根据研究需要选择事件强度属性之一来开展研究。此外，已有研究证明事件关键性会对员工工作绩效产生影响。因此，本文选择关注事件强度属性之中的事件关键性，并探讨其对员工工作绩效的影响机制。
根据事件系统理论，越关键的事件，越需要员工付出更多的关注以优先应对和解决。因此，事件关键性会打破员工的工作常规，进一步扰乱其稳态的工作环境。已有研究表明，在工作环境发生变化时，员工并非被动地适应环境，而是尝试采取主动性工作行为来应对和改变当前处境。此外，已有大量研究证实员工实施主动性工作行为有助于更好地完成工作核心任务，从而促进绩效的提升。因此，本文探讨了员职业素养包括>左岸公园
工主动性工作行为在事件关键性与员工工作绩效关系间的中介作用。
事件系统理论进一步指出，以往研究的稳定特征因素并非失去重要作用。反之，当事件发生的时候，这些稳定因素（如员工的个体特质）能够起到“催化剂”的作用，即动态事件与稳态的个体特征能够对实体产生交互作用。换言之，由于个体特质的差异，不同员工对事件的感知程度和应变行为可能大
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事件关键性与工作绩效：主动性工作行为和正念的作用
不相同。因此，本文引入正念这一个体特质变量，探讨了正念在事件关键性和员工主动性工作行为关系间所起的调节作用。
综上所言，本文基于事件系统理论，探讨了事件关键性对工作绩效的影响机制，以及主动性工作行为在两者关系间所起的中介作用，此外，本文还探索了正念在事件关键性与主动性工作行为关系间的正向调节作用。为验证上述变量间的关系，本文采用三阶段问卷调查法，以中国服务业企业240名员工及员工所在团队的60名主管数据为研究样本，采用多层线性模型进行假设检验，并辅以蒙特卡罗法对正念的调节作用进行进一步验证，根据数据分析结果得出以下研究结论：团员推优演讲稿
（1）事件关键性正向促进员工的主动性工作行为；
（2）员工的主动性工作行为能够提高工作绩效；
（3）主动性工作行为在事件关键性与工作绩效关系之间起中介作用；
（4）正念在事件关键性与主动性工作行为的关系之间起调节作用；正念水平越高，事件关键性对主动性工作行为的正向影响越强，反之越弱。人为什么打嗝
以上研究发现在理论上进一步拓展了事件系统理论的相关研究，在丰富有关事件研究的同时，也完善了关于工作绩效的研究角度；此外，这一研究结论也为企业管理者和员工在面临工作场所事件发生时该如何采取行为应对提供了一定的指导作用。
关键词：事件关键性主动性工作行为工作绩效正念事件系统理论
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Abstract
Abstract
In organization science rearch, how to improve the performance of employees has always been th
e central topic among management scholars. Many scholars focud on the perspective of the stability characteristics of the entity influencing job performance, such as personal traits (e.g., reliability, extroversion, conscientiousness, etc), cognitive ability (e.g., knowledge, skills, etc), organizational context (e.g., leadership style, organizational trust, etc). Event system theory suggested that studying the steady characteristics of an entity was important, but not sufficient to fully explain the phenomena in the organization, and it was necessary to study events in the enterpri.
卓尼土司Event system theory pointed out that event was an external dynamic experience of an entity, and explained how the event strength (event criticality, disruption, novelty) affected entity’s behavior. At the same time, previous studies pointed out that different aspects of events can be reprented from event strength, and they could operate independently. Recent rearch also pointed out that one of the event strength could be lected as needed in specific rearch. In addition, some scholars have shown that event criticality exerted a positive impact on job performance. Therefore, this paper will explore the mechanism of event criticality on job performance.
According to event system theory, the more critical events are, employees need to pay more attention to respon preferentially. Therefore event criticality will break the employee’s work routine
and further disrupt the steady working environment.Previous studies have shown that when the working environment changes, employees were not passively responding to the environment, but tried to take the initiative to change the current situation. In addition, numerous studies have confirmed that employees’proactive work behavior can help perform their core tasks better, further improve their performance. Therefore, this paper argues that the mediated role of proactive work behavior in the relationship between event电脑密码在哪设置
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Event Criticality and Job performance: Roles of Proactive Work Behavior and Mindfulness
criticality and job performance.
Event system theory further points out that the stable factors in previous studies do not lo its functions. On the contrary, when events occur, the stable factors (such as the individual characteristics of employees) act as “catalysts” and can promote employees to respond to events in a timely and effective manner. That is, dynamic events and steady individual features can interact with entities. In other words, due to differences in individual traits, the employees’ perception and behavior may be very different. Therefore, this paper introduces the construct of mindfulness, and di
scuss the role of mindfulness in moderating the relationship between event criticality and proactive work behavior.
In summary, relying on event system theory, this study theorizes a conceptual model that exploring the influence of event criticality on job performance and the mediating role of proactive work behavior. In addition, the moderating role of mindfulness strengthens the positive relationship between event criticality and proactive work behavior. To verify the hypothes, this study draws on three waves of survey data from 240 employees and their immediate supervisors. According to the results of data analysis, the following conclusions are drawn:
(1)Event criticality has positive effect on proactive work behavior;
(2)Proactive work behavior has positive relationship with job performance;
(3)Proactive work behavior mediates the relationship between event criticality and employee job performance;
(4)Mindfulness moderates the relationship between event criticality and proactive work behavior; the higher the level of mindfulness, the stronger the positive impact of event criticality on proactive work behavior, and vice versa.
The above rearch findings further expand the relevant rearch of event system theory and improve the perspective of job performance. In addition, the findings also provide some guidance for enterpri managers and employees on how to adopt behavioral respon in the face of event in workplace.
Keywords: event criticality; proactive work behavior; job performance; mindfulness; event system theory
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目录
目录
1.绪论 (1)
1.1研究背景 (1)
1.2研究目的与研究意义 (3)
1.2.1研究目的 (3)
1.2.2研究意义 (4)
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1.3研究内容 (5)
1.3.1研究内容 (5)
1.3.2论文结构 (6)
1.4研究方法 (7)
1.4.1研究方法 (7)
1.4.2技术路线 (8)
2.文献综述 (10)
2.1事件系统理论 (10)
2.2事件关键性 (11)
2.2.1事件的发展与内涵 (11)
2.2.2事件关键性的测量 (12)
2.2.3事件关键性的相关研究 (13)
2.3主动性工作行为 (13)
2.3.1主动性工作行为的概念界定 (13)
2.3.2主动性工作行为的维度与测量 (14)
2.3.3主动性工作行为的相关研究 (14)
2.4工作绩效 (16)
2.4.1相关概念梳理 (16)
2.4.2工作绩效的维度与测量 (17)
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