PDF(Pubmed)
Abstract：
In the present study, we explored the relationship between proactive personality and career adaptability to construct a cross-level moderated mediation model based on the conservation of resources (COR) theory. By conducting a time-lagged study involving three data collection points from 587 employees across 104 teams in China, we examined how and when proactive personality predicts employees\' career adaptability using strengths use as a mediator and managerial coaching as boundary conditions. The results revealed that proactive personality predicted strengths use, which, in turn, influenced career adaptability, with managerial coaching moderating the indirect relationship between proactive personality and career adaptability. Consequently, our findings suggest that, in contexts where managerial coaching lacks guidance, facilitation, and inspiration, a proactive personality encourages employees to leverage their strengths, subsequently enhancing their career adaptability. Finally, we discuss the theoretical and practical implications of our findings, address limitations, and propose directions for future research.
摘要：
在本研究中,我们探讨了主动性人格与职业适应性之间的关系,以构建基于资源保护(COR)理论的跨层次调节调解模型.通过进行一项时滞研究，涉及来自中国104个团队的587名员工的三个数据收集点，我们使用优势作为中介和管理指导作为边界条件，研究了主动人格如何以及何时预测员工的职业适应性。结果表明，积极主动的人格预测优势的使用，which,反过来,影响了职业适应性，通过管理教练调节主动性人格与职业适应性之间的间接关系。因此,我们的研究结果表明，在管理教练缺乏指导的情况下，促进，和灵感,积极主动的个性鼓励员工利用他们的优势，提高他们的职业适应能力。最后,我们讨论了我们的发现的理论和实践意义，地址限制，并提出了未来研究的方向。
