隨著工作變得更加常動態和分散，員工必須更具響應性和靈活性，以應對變化的環境，員工的主動性已經成為公司可能希望發展成為長期成功的競爭優勢的重要資源。主動性成為組織成功的重要的決定因素，例如，隨著新的管理形式的發展，監督功能逐漸被弱化，公司將越來越依賴員工的個人主動性識別和解決問題，於是如何將員工主動性工作行為與員工績效連接就是當前企業的一大課題。因此，本研究從員工主動性工作行為的角度開始探討，了解員工主動性工作行為與員工績效的關係，接者，探討領導者-成員交換關係與內在動機於員工主動性工作行為與員工績效間的中介效果，最後，探討以領導者主動性工作行為為調節變數下，員工主動性工作行為與領導者-成員交換關係間是否會產生影響。

The purpose of this thesis is to understand how employee proactive work behavior affects employee performance via leader-member exchange(hereinafter called the ‘LMX’) and intrinsic motivation. Meanwhile, this study also considered the effects of leader proactive work behavior, which can create an environment, as the moderator so as to provide a more complete research.
This research focuses on employees and supervisors. The questionnaire is distributed in teams. Each team is composed of 1 supervisor and 2 to 5 employees. We collect data in China, and there are 200 respondents in total.
The empirical results show that the positive relationships between (1)employees proactive work behavior and LMX, (2)intrinsic motivation and job performance, (3)intrinsic motivation and OCB, (4)employees proactive work behavior and job performance via LMX, (5)employees proactive work behavior and OCB via LMX.
This study has important theoretical contributions. First, we choose proactive work behavior as the independent variable because proactive work behavior can be observed easily and are easier to get to output results. Second, we discuss whether employees’ job performance and OCB will be affected by employees’ proactive work behavior. In particular we identify what is the possible mechanism which bridges employees’ proactive work behaviors to employees’ performance. Third, in previous studies, there is no research focus on leader proactive work behavior. We discuss whether leader proactive work behavior will moderate the relationship between employees’ proactive work behavior and LMX.

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