| 其他摘要 | Under the background of "people-oriented" and advocating "improving employee autonomy", more and more enterprises pay attention to the candidates' proactive personality in recruitment and team formation, and the corresponding personality test is becoming more and more popular in recruitment. The research on the relationship between proactive personality and job performance has always been a hot topic in the fields of psychology, management and organizational behavior. Although some studies have demonstrated its predictability to performance and career success at the individual level, there are few empirical studies on the impact mechanism of proactive personality on performance, especially the role of psychological safety in this process. At the team level, the characteristics of team structure are an important pre-factor of team effectiveness, but the existing studies have not reached a definite conclusion on the impact of team heterogeneity on team effectiveness, also the impact of personality heterogeneity on team performance has not been paid enough attention. How does the team proactive personality heterogeneity affect team psychological safety? How to manage this heterogeneity to balance the negative impact of this heterogeneity on team psychological safety so as to improve team performance, needs to be further discussed. At present, there are relatively few studies on the influence mechanism of psychological safety as an intermediary variable. Therefore, reading the domestic and foreign literature on proactive personality, team personality heterogeneity, team psychological safety and team performance, sorting out the relevant intermediary variables and regulatory variables, putting forward research hypotheses and constructing an intermediary theoretical model with regulatory variables, on the one hand, analyze and explore how the heterogeneity of team proactive personality affect team performance through team psychological safety. On the other hand, analyze how the characteristics of leaders' proactive personality play a regulatory role in this process.
In this study, the domestic and foreign maturity scale was used to prepare the questionnaire, including initiative personality scale, team psychological safety scale and team performance scale. The questionnaire was generated through the online questionnaire platform, and full-time employees were invited to participate in the questionnaire survey. A total of 282 questionnaires of team members and 73 questionnaires of their leaders were effectively collected. Based on SPSS process analysis, the results show that: (1) there is a significant negative correlation between team proactive personality heterogeneity and team psychological safety; (2) Team psychological safety is positively correlated with team performance, and team psychological safety plays an intermediary role between team proactive personality heterogeneity and team performance; (3) Leadership proactive personality not only regulates the relationship between team proactive personality heterogeneity and team psychological safety, but also further regulates the indirect relationship between team proactive personality heterogeneity and team performance through team psychological safety, that is to say, leadership proactive personality can significantly weaken the negative impact of team proactive personality heterogeneity on team performance. |
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