人是企業中最重要的資產，而在資訊瞬息萬變、科技日新月異、市場競爭激烈的社會中，我們更需要員工能夠自動自發地解決問題並學習新知；然而，在員工亦會受到同儕的影響，本研究將探討員工的主動性會如何受到同儕的主動性程度不同，而影響其工作投入及情感交流。
本研究為個人層級的研究，探討員工之間主動性之一致性，與工作投入及情感交流的關係，為求完整性，並深入探討主動性之一致性員工之組織承諾及組織公民行為。此外，更探討當員工主動性不一致時，在員工主動性高於同事主動性的狀況下，對於工作投入及情感交流的影響及變化。
本研究採便利抽樣的問卷發法方式搜集資料，共發出350份問卷進行調查，回受並資料篩選後，獲得322份有效問卷。接著以SPSS及MPLUS統計分析軟體，針對搜集的資料進行多項式回歸分析。本研究根據實證分析結果提出理論與實務意涵、研究限制及未來研究方向，並針對員工之一致性提出實務上企業內部管理可行之建議，期能增加員工之工作投入，也增加企業留才的機會。

Building on the prior work of employee work behavior and attitudes at workplace, we examined how the congruence of person-coworker in taking initiative influences employees’ affective commitment and organizational citizenship behavior in the present study. We used polynomial regressions to test whether the more aligned a person and his/her coworkers’ levels of taking initiative are, the better quality of work engagement and team member exchange. Further, we proposed that work engagement was higher but team member exchange was lower when personal initiative was higher than perceived coworkers’ rather than when personal initiative was lower than perceived coworkers’. Mediation effects of work engagement and team member exchange quality on the relationship between congruent initiative and outcome variables (i.e., affective commitment and organizational citizenship behavior) were also examined. The findings highlight the importance of taking multiple perspectives from both employees and their coworkers while considering the implications of teamwork.

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