직무 자율성과 선제 행동 간의 관계에 대한 개인-직무 적합성의 매개효과

Increasing competition and uncertainty in the business environment requireemployees to behave proactively in their workplace. While scholars have paidincreasing attention to the role of proactive behavior in organizations, there is apaucity of research on the antecedents and mediating mechanisms of proactivebehavior. To fill this gap, our study aims to examine the relationship between jobautonomy and proactive behavior as well as the mediating role of person-job fit inthis relationship. More specifically, our study focuses on innovative behavior, voicebehavior, and taking charge as three critical forms of proactive behavior. Wepredicted positive relationships between job autonomy and the three forms ofproactive behavior. Furthermore, we proposed that these relationships would bemediated by person-job fitTo test these hypotheses, we collected survey-based data from 169 employeesupervisordyads in ten Korean firms. The results of hierarchical regressionanalyses demonstrated that job autonomy was significantly associated with innovativebehavior, voice behavior, and taking charge. As predicted, we found significantrelationships between job autonomy and person-job fit and between person-job fitand the three forms of proactive behavior. In addition, person-job fit significantlymediated the relationships between job autonomy and the three forms of proactivebehavior. These findings provide meaningful implications for theory and practice.