主動性行為不論在學術界或是實務界都受到相當高的關注，經由許多學者的研究證實，主動性行為分別對於個人、團隊，以及組織整體都會造成良好的影響，例如工作滿意度及組織績效。而在職場中擁有主動性尤其重要，現今企業強調員工需要具備隨環境變化做出適當反應的能力，也希望其藉由主動性行為提升工作表現。然而，具有主動性人格的員工會透過哪些機制進而影響主動性行為的產生，至今尚未完全釐清。
本研究為團隊導向主動性行為的形成機制提供了新的視角，根據強調個人、行為，及環境三者相互作用的社會認知理論，將主動性人格作為自變數，團隊導向主動性行為作為他變數，環境設定為職場中的團隊層級，提出以感知認同性與團隊責任感作為中介變數，驗證是否會透過這兩個構面的連續中介作用影響團隊導向主動性行為，並進一步分析個人層級之集體價值和團隊層級之團隊合作氣氛在此過程中的調節作用。
研究結果顯示，感知認同性和團隊責任感在主動性人格與團隊導向主動性行為之間起到中介作用。具體而言，越具有主動性人格特徵，越能提升個體在團隊中的被認同感，進而增強其對團隊的責任感，促使其在團隊中展現更多主動性行為。作為調節變數的集體價值對感知認同性與團隊責任感之間的關係有顯著調節作用，說明當員工的集體價值程度高，其將對團隊產生更多責任感。然而，團隊合作氣氛的調節效果是不顯著的，代表就算團隊有互助氛圍，也不一定會讓積極的員工受到比較多的認可。
本研究結果對組織管理實踐具有重要意義。首先，組織應該注重招募和培養具備主動性人格的員工，以因應經濟環境快速變化，因為這些員工更會思考如何面對並展現出主動性行為，從而提升團隊績效。其次，團隊應該營造支持性氛圍，以提高員工的集體價值，產生對團隊的認同和歸屬感，產生更多利於團隊的主動性行為。

This study is mainly related to the increasing attention given to proactive behavior in both academic and practice, highlighting its positive impacts on individuals, teams, and organizations. In today's dynamic business environment, it is particularly crucial for employees to possess the initiative to adapt to changes and improve their performance through proactive behavior. However, the mechanisms by which employees with proactive personalities influence the occurrence of proactive behaviors remain incompletely understood.
By referring to social cognitive theory, this study offers a novel perspective on the formation mechanisms of team-oriented proactive behavior. By conceptualizing proactive personality as the independent variable and team-oriented proactive behavior as the dependent variable, this research explores the relationship within the team-level context of the workplace. The constructs of being recognized and team responsibility are introduced as mediating variables to examine whether these factors influence team-oriented proactive behavior through a sequential mediation process. Furthermore, this study investigates the moderating effects of collective values and intra-team collaborative climate.
The findings reveal that being recognized and team responsibility serve as mediators in the relationship between proactive personality and team-oriented proactive behavior. Regarding the moderating variables, collective value significantly moderates the relationship between being recognized and team responsibility. However, the moderating effect of the intrateam collaboration climate is not significant.
By providing a comprehensive analysis of the mediating and moderating factors influencing team-oriented proactive behavior, this study enriches the existing literature and offers practical insights for organizations aiming to enhance employee proactivity and overall performance.

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