I 摘要 在如今复杂多变的商业环境下，企业面临着激烈的竞争，必须不断变革以保持 其竞争优势，作为变革的执行者，员工能否在变革过程中发挥主动性非常重要。员 工变革发起行为是由员工自主发起的旨在改变组织中的工作流程，提升组织效率 的积极主动工作行为，是组织保持竞争优势和实现组织成功的关键决定因素。因此， 如何促进员工的变革发起行为是企业管理者们关注的一个重要问题。 工作激情是组织领域近年来兴起的研究热点。以往研究表明工作激情对员工 的工作态度和行为均有显著的影响，但鲜有研究探究了工作激情与员工变革发起 行为间的关系。本研究基于自我决定理论与情境强度理论，构建以建言为中介变量 的工作激情影响变革发起行为的双中介模型，并探究自恋型领导的跨层次调节效 应。 本研究通过问卷调查收集了来自 6 家企业的 153 个工作团队中的 663 名 员工和 153 名直接领导的多时间点、多数据源数据，利用SPSS 22.0和Mplus7.0 统计软件，综合运用结构方程模型与多层线性回归方法进行主效应、中介效应检验 以及调节效应检验。 研究结果表明，①员工和谐性工作激情对促进性建言有正向影响，强迫性工作 激情对抑制性建言有正向影响；②员工和谐性激情通过促进性建言，强迫性激情通 过抑制性建言对变革发起行为产生正向影响；③自恋型领导分别调节了和谐性激 情与促进性建言，强迫性激情与抑制性建言之间的关系。自恋型领导一方面会削弱 和谐性激情对促进性建言的正向影响，另一方面则会增强强迫性激情对抑制性建 言的正向影响。④自恋型领导调节了促进性建言在和谐性激情与变革发起行为关 系间的中介作用。 研究结论厘清了工作激情影响员工变革发起行为的作用路径与边界条件，为 微观层次的组织变革研究提供了新的视角，同时为管理者如何鼓励员工主动发起 和参与组织变革提供了新的思路，即通过培养员工的工作激情、营造有利于建言的 组织情境来促进员工变革发起行为。 关键词： 工作激情，建言，变革发起行为，自恋型领导，自我决定理论 ABSTRACT II ABSTRACT In today's complex and changeable business environment, enterprises are facing fierce competition and must constantly change to maintain their competitive advantages. As the executor of the change, it is very important for employees to take initiative in the process of change. Employee change initiation behavior is a proactive work behavior initiated by employees to change the work process in the organization and improve the efficiency of the organization. It is the key determinant for the organization to maintain its competitive advantage and achieve organizational success. Therefore, how to promote employee's change initiation behavior is an important issue that enterprise managers pay attention to. Work passion is a hot research topic in the field of organization in recent years. Research indicated that work passion has a significant impact on employees' work attitude and behavior. However, few studies have explored the relationship between work passion and employees' active behavior. Based on self-determination theory and situational strength theory, this study develops a dual mediation model to investigate how work passion affects the behavior of initiating change through voice, and further examines the cross level moderating effects of narcissistic leadership on the relationship between work passion and voice. Through the questionnaire survey, we collected 663 employees and their immediate supervisors' multi-time and multi-source data from 153 working teams in 6 firms. Using SPSS 22.0 and Mplus7.0 statistical software, the structural equation model and multilevel linear regression approaches were employed to test the main effect and the mediating effect, as well as the moderating effect. The results show that：①The harmonious work passion of employees has a positive impact on the promotive voice behavior, obsessive work passion has a positive impact on prohibitive voice; ②The harmonious passion of employees has a positive impact on the change initiating behavior through promoting voice, and the obsessive passion has a positive impact on the change initiating behavior through prohibitive voice. ③ narcissistic leadership moderated the relationship between the harmonious passion and promotive voice , as well as the relationship between the obsessive passion and the prohibitive voice. On the one hand, narcissistic leadership weakened the positive ABSTRACT III influence of the harmonious passion on the promotive voice, and on the other hand, it strengthened the positive influence of the obsessive passion on the prohibitive voice.④ narcissistic leadership moderated the mediating role of promotive voice between the harmonious passion and initial of change. The research findings clarify the influencing mechanism between work passion and change initiating behavior, as well as the boundary conditions for work passion’s effects on voice, and thus provide a new perspective for micro-level organizational change research. Practically, our findings also provide new insights for managers about how to encourage employees to initiate and participate in organizational change. In order to promote the employee's change initiation behavior, managers should cultivate employees' work enthusiasm and facilitate their voices. Key words: work passion, voice, initiation of change, narcissistic leadership, self- determination theory 目录 IV 目 录 第一章 绪 论 .................................................................................................................. 1 1.1 研究背景 ............................................................................................................ 1 1.2 研究问题 ............................................................................................................ 2 1.3 研究意义 ............................................................................................................ 3 1.3.1 理论意义 .................................................................................................. 3 1.3.2 实践意义 .................................................................................................. 3 1.4 研究方法 ............................................................................................................ 4 1.4.1 文献研究法 .............................................................................................. 4 1.4.2 问卷调查法 .............................................................................................. 4 1.4.3 统计分析法 .............................................................................................. 4 1.5 技术路线 ............................................................................................................ 4 1.6 论文结构 ............................................................................................................ 5 第二章 文献综述 ............................................................................................................ 6 2.1 工作激情文献综述 ............................................................................................ 6 2.1.1 工作激情的概念与测量 .......................................................................... 6 2.1.2 工作激情的相关研究 .............................................................................. 7 2.1.3 工作激情的研究述评 ............................................................................. 11 2.2 员工建言行为文献综述 .................................................................................. 12 2.2.1 建言行为的概念与测量 ........................................................................ 12 2.2.2 建言行为的相关研究 ............................................................................ 14 2.2.3 建言行为的研究述评 ............................................................................ 19 2.3 变革发起行为文献综述 .................................................................................. 20 2.3.1 变革发起行为的概念与测量 ................................................................ 20 2.3.2 变革发起行为的相关研究 .................................................................... 21 2.3.3 变革发起行为的研究述评 .................................................................... 26 2.4 自恋型领导文献综述 .....................................................................