Abstract
当前的外部环境充满不确定性(VUCA)，以新冠疫情为代表的不可预测的逆境事件频发，给企业经营环境带来了深刻变化。传统自上而下的企业管理模式的弊端，愈发难以应对迅速变化的外部环境。企业的管理者逐渐意识到激发员工的个体力量，对应对充满不确定性的外部环境更加有效。员工角色外的自愿担当、主动寻求变革的主动行为越来越受到企业的重视。
主动变革行为是指员工通过具有建设性努力，主动承担工作任务之外的行为，其发生不仅需要组织的资源投入，也需要个体资源的投入。现有关于员工主动变革行为影响因素的研究，主要从组织情境与个体特征两个角度展开，但忽略了个体因素中使命感这一重要影响因素的作用。使命感如何影响员工的主动变革行为，目前并不清晰。另外，事件系统理论认为，以事件为代表的外部环境也会影响人们的行为，探究事件对主动变革行为的影响具有重要现实意义。因此，本研究基于事件系统理论，探究个体的使命感如何影响员工的主动变革行为，以及这种影响是否会受到外部事件的调节。
本研究借助问卷调查的方式对四川省某大型医院集团的医生、护士及其直系领导进行调查，共得到215份有效问卷。通过SPSS20.0等统计分析软件对有效数据进行分析，依次验证本文提出的各项假设。最终分析结果具体为：(1)使命感对员工主动变革行为有正向影响。(2)职业承诺在使命感和员工主动变革行为之间起到中介作用。(3)事件新颖性正向调节员工职业承诺和员工主动变革行为之间的关系，事件新颖性的水平越高，员工的职业承诺对员工主动变革行为的影响越强。事件关键性正向调节员工职业承诺和员工主动变革行为之间的关系，事件关键性的水平越高，员工的职业承诺对员工主动变革行为的影响越强。(4)事件新颖性正向调节员工职业承诺在使命感与员工主动变革行为之间的中介作用，事件新颖性越高，员工的职业承诺在使命感与员工主动变革行为之间的中介作用越强。事件关键性正向调节员工职业承诺在使命感与员工主动变革行为之间的中介作用，事件关键性越高，员工的职业承诺在使命感与员工主动变革行为之间的中介作用越强。
本研究对于当前理论的发展具有一定的贡献，具体而言：(1)本研究有助于丰富现有关于员工主动变革行为的研究。以员工自身的使命感为研究的切入点，探究员工使命感对员工主动变革行为的作用。(2)在研究使命感对员工主动变革行为的基础上，本研究深入剖析员工使命感影响员工主动变革行为的内在机制。研究有助于更好地理解员工产生主动行为的理论逻辑，并以此丰富组织行为领域的研究。(3)本研究结合事件系统理论探究事件对员工主动变革行为的影响与作用条件，分析事件影响员工主动变革行为的内在逻辑。本文研究有助于拓展事件系统理论的应用范围，有益于丰富现有关于主动变革行为的研究。
The external environment of the current enterprise is full of uncertainty. For example, unpredictable adverse events represented by Corona Virus Disease 2019 have brought profound changes to the business environment of enterprises. The drawbacks of the traditional enterprise management model driven by leaders are increasingly apparent, and it is increasingly difficult to cope with the rapidly changing external environment. The managers of enterprises have gradually realized that stimulating the individual strength of employees is more effective in dealing with the uncertain external environment. More and more enterprises attach importance to the voluntary undertaking of employees' roles and the initiative of seeking change.
Taking charge behavior refers to the behavior that employees take the initiative to undertake other than work tasks through constructive efforts. Employees' taking charge behavior requires not only the input of the organization's resources, but also the input of individual resources. The existing researches on the influencing factors of employee taking charge behavior are mainly carried out from the perspectives of organizational situation and individual characteristics. However, the role of calling, an important influencing factor among individual factors, has been ignored. It is unclear how calling affects employees' taking charge behavior. In addition, event system theory believes that the external environment represented by events will also affect people's behavior. It is of great practical significance to explore the impact of events on taking charge behavior. Therefore, based on the event system theory, this study explores how employees 'calling affects their taking charge behavior. And whether the relationship between calling and employees ' taking charge behavior is regulated by external events.
This research is conducted by questionnaire. A total of 215 valid questionnaires were obtained from a survey of doctors, nurses and their direct line leaders in a large hospital group in Sichuan Province. The valid data were analyzed by SPSS20.0 and other statistical analysis software to verify the assumptions proposed in this paper. The final analysis results are as follows: (1) Calling has a positive impact on employee taking charge behavior. (2) Professional commitment plays an intermediary role between calling and taking charge behavior. (3) Event novelty positively regulates the relationship between employee professional commitment and employee taking charge behavior. The higher the level of event novelty, the stronger the impact of employee professional commitment on employee taking charge behavior. Event criticality positively regulates the relationship between employee professional commitment and employee taking charge behavior. The higher the level of event criticality, the stronger the impact of employee professional commitment on employee taking charge behavior. (4) Event novelty positively regulates the mediating role of employee professional commitment between calling and employee's taking charge behavior. The higher the event novelty, the stronger the mediating role of employee professional commitment between calling and employee's taking charge behavior. Event criticality positively regulates the mediating role of employee professional commitment between calling and employees' active change behavior. The higher the event criticality, the stronger the mediating role of employee professional commitment between calling and employees' taking charge behavior.
This research has certain contributions to the development of current theories, specifically: (1) This research is helpful to enrich the existing research on employee taking charge behavior. Taking employees' own calling as the starting point of the study, explore the role of employees' calling in taking charge behavior. (2) On the basis of studying the effect of calling on the taking charge behavior, this study deeply analyzes the internal mechanism of employee calling affecting the taking charge behavior. The research will help to better understand the theoretical logic of employees' taking charge behavior, and thus enrich the research in the field of organizational behavior. (3) This study combines the event system theory to explore the impact and conditions of events on the taking charge behavior, and analyzes the internal logic of events affecting the taking charge behavior. This research is helpful to expand the application scope of event system theory and enrich the existing research on taking charge behavior.