Based on person-organization fit and social exchange theory, this study investigates the effect of the needs-supplies fit of developmental job experience (DJE) on proactive behavior and explores the mediating role of affective organizational commitment (AOC). A lagged survey design in two-wave was used, and hypotheses were tested using polynomial regression and response surface analysis. The results show that different fit combinations between individuals’ needs for DJE and organizations’ supplies affect proactive behavior. Employees engaged in more proactive behavior when high-high fit (vs. low-low fit) and undersupply (vs. oversupply) were present. Furthermore, the effect of the needs-supplies fit of DJE on the different foci of proactive behavior is different. As hypothesized, the relationship between the needs-supplies fit of DJE and proactive behavior is mediated by AOC. The results of this study can deepen researchers’ understanding of the role of DJE in employees’ organizational, interpersonal, and personal proactive behavior and provide support for the effective mechanisms of DJE on proactive behavior based on social exchange theory and person-organization fit theory.

本研究基于个人-组织匹配和社会交换理论，考察发展性工作经验（DJE）的需求-供应匹配对主动行为的影响，并探讨情感组织承诺（AOC）的中介作用。使用双波滞后调查设计，并使用多项式回归和响应面分析来检验假设。结果表明，个人对 DJE 的需求与组织的供给之间的不同匹配组合会影响主动行为。当存在高-高匹配（相对于低-低匹配）和供应不足（相对于供应过剩）时，员工会采取更积极的行为。此外，DJE 的需求-供应匹配对主动行为的不同焦点的影响是不同的。正如假设的那样，DJE 的供需匹配与主动行为之间的关系由 AOC 调节。本研究结果可以加深研究者对DJE在员工组织、人际和个人主动行为中作用的理解，为基于社会交换理论和个人-组织契合理论的DJE影响主动行为的有效机制提供支持。