Journal of Systems & Management ›› 2025, Vol. 34 ›› Issue (5): 1416-1432.DOI: 10.3969/j.issn.2097-4558.2025.05.017

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Effects of Employee-Peer Proactive Personality Congruence on Occupational Commitment and Job Performance: The Moderating Role of Work Seniority

GENG Juhui, LI Xinxin, JING Runtian   

  1. Antai College of Economics and Management, Shanghai Jiao Tong University, Shanghai 200030, China
  • Received:2023-11-20 Revised:2024-06-17 Online:2025-09-28 Published:2025-10-16

员工-同事主动性人格一致性对职业承诺和工作绩效的影响:工龄的调节作用

耿菊徽,李欣欣,井润田   

  1. 上海交通大学 安泰经济与管理学院,上海 200030
  • 基金资助:
    国家自然科学基金资助项目(72102143,72302144);上海市教育发展基金会和上海市教育委员会“晨光计划”项目(18CG13)

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

摘要: 基于人-环境匹配理论和职业未来时间视角,探讨员工与同事主动性人格一致性对职业承诺与工作绩效的影响机制,并考察员工工龄在该一致性作用过程中的调节作用。通过结合两个时间点的一手问卷数据与二手线上数据,对1 241名医生样本进行多项式回归与响应面分析。研究结果表明:员工-同事主动性人格一致程度对职业承诺具有正向影响;职业承诺在主动性人格一致性与工作绩效之间起中介作用;员工工龄调节员工-同事主动性人格一致性通过职业承诺影响工作绩效的间接效应。即当员工为职场新人时,员工与同事的主动性人格一致比不一致能带来更积极的结果;而当员工为职场老人时,主动性人格一致与不一致所产生的结果无显著差异。进一步分析发现,当员工为职场新人时,员工与同事的主动性人格不一致通过职业承诺影响工作绩效的负面效应更为显著。

关键词: 主动性人格, 人-环境匹配, 职业承诺, 工作绩效, 工龄

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