中文摘要：

本研究探索性地构建了以心理契约为中介变量、以自我领导为调节变量的个人目标取向对员工前摄行为影响的概念模型，并以365名装备制造企业员工为样本，对模型进行验证。结果表明：学习目标取向和证明目标取向对员工前摄行为具有正向影响，回避目标取向对员工前摄行为具有负向影响；心理契约在个人目标取向和员工前摄行为间起完全中介作用；自我领导能够强化学习目标取向和证明目标取向对员工前摄行为的正向影响，削弱回避目标取向对员工前摄行为的负向影响。

英文摘要：

The study exploratorily constructs a conceptual model of the impact of personal goal orientation on employees’ proactive behavior regarding psychological contract as a mediator and self-leadership as a moderator. It adopts 365 employees from equipment manufacturing industry as empirical samples to verify the model. The results show that：learning goal orientation and proving goal orientation have a positive impact on employees’ proactive behavior, avoiding goal orientation has a negative impact on employees’ proactive behavior; psychological contract plays a full mediating role between personal goal orientation and employees ’ proactive behavior; self-leadership can strengthen the positive impact of learning goal orientation and proving goal orientation on employees’ proactive behavior, it can weaken the neg-ative impact of avoiding goal orientation on employees’ proactive behavior.