查看“Initiative-Enhancing Human Resource Management Systems Scale 主动提升人力资源系统量表”的源代码

== 简介 ==
当前复杂和动态的商业环境中体现着全球竞争、快节奏的创新以及组织利益相关者的期望的变化不可预测。在这种情况下，员工需要主动识别新的竞争威胁和机会、预测客户期望的变化，并保持他们的知识和技能是最新的。自增强人力资源管理系统是基于一个综合的多层次模型，以检查情境因素如何塑造员工的主动性，并通过这些积极性，影响他们的个人行为和绩效。 

研究使用从3个来源和2个时间段收集的酒店样本中的数据，结果表明个人主动性与员工的情感组织承诺和绩效正相关（Thomas，Whitman，＆Viswesvaran，2010）。在集体层面，研究表明，广泛使用个人主动性的组织倾向于表现更好，特别是在创新和变革时期（Baer＆Frese，2003; Fay，Lührmann和Kohl，2004）。 此外，具有个人主动性的员工积极塑造他们的工作特性，使他们享受具有更具控制和复杂性的任务。

研究中通过平均四个维度（招聘、培训、绩效评估、奖励）创建了一个主动提升的人力资源管理系统。

== 信度与效度 ==
经过探索性因素和验证性因素分析，量表信度和效度较好，内部一致性系数为0.93。

== 量表 ==
请您根据自己的实际感受和体会，用下面16项描述对您所在的人力资源部门进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下：
1 有意愿做 2 有理由做 3 有精力做

1.We try to recruit and select employees who are forward-looking and address work-related issues before they become a problem.<br>
2.We try to recruit and select employees who come up with ideas and initiate better ways of doing their job.<br>
3.We try to recruit and select employees who are self-starters and take initiative at work.<br>
4.We try to recruit and select employees who are persistent in their efforts and follow through with work-related issues.<br>
5.We train employees to be forward-looking and address work-related issues before they become a problem.<br>
6.We train employees to come up with ideas and initiate better ways of doing their job.<br>
7.We train employees to be self-starters and take initiative at work.<br>
8.We train employees to be persistent in their efforts and follow through with work-related issues.<br>
9.We evaluate employees positively when they are forward-looking and address work-related issues before they becomea problem. <br>
10.We evaluate employees positively when they come up with ideas and initiate better ways of doing their job.<br>
11.We evaluate employees positively when they are self-starters and take initiative at work.<br>
12.We evaluate employees positively when they are persistent in their efforts and follow through with work-related issues.<br>
13.We reward employees for being forward-looking and addressing work-related issues before they become a problem.<br>
14.We reward employees for coming up with ideas and initiating better ways of doing their job.<br>
15.We reward employees for being self-starters and taking initiative at work.<br>
16.We reward employees for being persistent in their efforts and following through with work-related issues.<br>


下载WORD版问卷：[[文件:Ihs.doc]]

== 计分方法 ==
主动提升人力资源管理系统量表包括招聘、培训、绩效评估、奖励四个分量表，可以计算每个分量表所包括题目的总分或平均分。每个分量表包括的题目如下：
1.招聘：总共4道题，具体包括第1、2、3、4题。

2.培训：总共4道题，具体包括第5、6、7、8题。

3.绩效评估：总共4道题，具体包括第9、10、11、12题。

4.奖励：总共4道题，具体包括第13、14、15、16题。

== 量表出处 ==
Hong, Y., Liao, H., Raub, S., & Han, J. H. (2015). What it takes to get proactive: an integrative multilevel model of the antecedents of personal initiative. Journal of Applied Psychology, 101(5), 687-701.

== 友情提醒 ==
为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！

[[category: 研究量表]][[category: 英文量表]]