Proactive behavior in organizations
Proactive behavior in organizations
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DOI：
10.1177/014920630002600303
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发表时间：
2000-01-01
影响因子：
13.5
通讯作者：
Crant, JM
中科院分区：
文献类型：
--
作者：
Crant, JM
许多以管理者为导向的出版物认为，管理者在工作中应该更加积极主动，积极主动的行为是工作绩效越来越重要的组成部分。关于前摄行为的前因和后果的组织研究出现在几个不同的文献中，并采取了不同的方法来定义，测量和理解前摄行为。在这篇文章中，我回顾了一组不同的文献，直接解决组织环境中的主动行为。我描述了与积极行为相关的四个结构：积极人格，个人主动性，角色广度自我效能感和负责。接下来，我回顾了六个明确涉及主动行为的研究领域：社会化，寻求反馈，问题销售，创新，职业管理和某些类型的压力管理。在考虑了这些研究流的结果之后，我对研究主动行为的不同方法进行了分析，并为进一步的研究提供了一系列建议。(C)2000 Elsevier Science Inc. All rights reserved.
Many practitioner-oriented publications argue that managers should be more proactive on the job, and that proactive behavior is an increasingly important component of job performance. Organizational research on the antecedents and consequences of proactive behavior has appeared in several different literatures and has taken different approaches toward defining, measuring, and understanding proactivity. In this article, I review a diverse set of literatures that directly address proactive behavior in organizational contexts. I describe four constructs related to proactive behavior: proactive personality, personal initiative, role breadth self-efficacy, and taking charge. Next, I review six research domains that have explicitly addressed proactive behaviors: socialization, feedback seeking, issue selling, innovation, career management, and certain kinds of stress management. After considering findings from these research streams, I offer an analysis of the different approaches to the study of proactive behavior and provide a set of suggestions for further research. (C) 2000 Elsevier Science Inc. All rights reserved.