‘How to improve individual initiative’ has become an important subject facing current researchers and practitioners. This study attempts to answer this question from the perspective of on-the-job embeddedness based on social cognitive theory, organization attachment theory and cognitive neural experiment. We revealed the differences in the effects of three dimensions of on-the-job embeddedness on individuals with different initiative by event-related potential (ERP) cognitive neural experiment. The experimental results showed that the effect on high-initiative individuals was in the descending order of organization fit, organization link, organization sacrifice; the effect on general-initiative individuals was in the descending order of organization link, organization fit, organization sacrifice; the effect on low-initiative individuals was in the descending order of organization sacrifice, organization link, organization fit. The ultimate goal is to put forward management strategies for individuals with different initiative from these three dimensions, to promote their initiative level and active participation in production activities.

“如何提高个体能动性”已成为当前研究者和实践者面临的重要课题。本研究基于社会认知理论、组织依恋理论和认知神经实验，试图从在职嵌入的角度回答这一问题。我们通过事件相关电位（ERP）认知神经实验揭示了在职嵌入的三个维度对不同主动性个体的影响差异。实验结果表明，对高主动性个体的影响从大到小依次为组织契合度、组织联系度、组织牺牲度；对一般主动性个体的影响从大到小依次为组织联系、组织契合度、组织牺牲度；对低主动性个体的影响按组织牺牲、组织联系、组织契合度的降序排列。最终目的是从这三个维度针对不同能动性的个体提出管理策略，促进其能动性水平和对生产活动的积极参与。