关键词: 主动性人格, 人-环境匹配, 职业承诺, 工作绩效, 工龄

Abstract: Based on person-environment fit theories and the occupational future time perspective, this paper proposed that employee-peer proactive personality congruence promoted job performance through increasing occupational commitment, with employee work seniority weakening the first-stage relationship. It tested the hypothesized model with a combination of survey data and secondary data obtained at two separate time points. With a final sample of 1241 doctors from 187 teams, it performed polynomial regression and response surface modeling to test the hypothesized effects. The findings indicate that employee-peer proactive personality congruence positively affects occupational commitment such that employees have higher occupational commitment when their proactive personality is congruent (versus incongruent) with the average level of their peers’ proactive personality. Employees’ work seniority moderates the congruence and incongruence effects. Specifically, when work seniority is low, proactive personality congruence is better than incongruence in terms of boosting occupational commitment. However, when work seniority is high, proactive personality congruence does not affect occupational commitment. Moreover, the negative effect of employee-peer proactive personality incongruence on occupational commitment is greater when employees have lower work seniority. Thus, employee-peer proactive personality congruence is more important for employees with lower work seniority in fostering occupational commitment. Furthermore, occupational commitment is positively related to employee job performance, and work seniority moderates the indirect effect of employee-peer proactive personality congruence on job performance via occupational commitment.

Key words: proactive personality, person-environment fit, occupational commitment, job performance, work seniority