As a new management reform adapting the development of the times, electronic human resource management (E-HRM) covers all possible integration mechanisms and contents between HRM and Information Technologies. E-HRM promotes employees' subject status with the network characteristics of openness and cooperation. Taking the theory of work adjustment as the instruction, this research studies the adaptive process induced by reconstructing the sense of matching when employees experience the reform, along with the influence of E-HRM on employee's initiative behavior from the perspective of job crafting. In total, 706 employees and their supervisors were investigated with matched questionnaire survey. The results show that: (1) E-HRM can stimulate employees' personal initiative behavior; (2) task crating, relational crafting and cognitive crafting as three dimensions of employees' job crafting, mediate the effect of E-HRM on personal initiative behavior and (3) the self-development motivation of employees' internet use plays a positive moderating role, steering self-oriented job crafting in the positive direction which conforms to the organizations' expectation.

电子人力资源管理（E-HRM）作为适应时代发展的一种新的管理变革，涵盖了人力资源管理与信息技术一切可能的融合机制和内容。E-HRM以开放、合作的网络特性提升员工的主体地位。本研究以工作调整理论为指导，从工作重塑的角度研究员工在经历变革时重构匹配感所引发的适应过程，以及E-HRM对员工主动行为的影响。共对706名员工及其主管进行了匹配问卷调查。研究结果表明：（1）E-HRM能够激发员工的个人主动行为；(2)任务塑造、关系塑造和认知塑造作为员工工作塑造的三个维度，在E-HRM对个人主动行为的影响中发挥中介作用；(3)员工互联网使用的自我发展动机发挥正向调节作用，引导自我导向的工作塑造向符合组织期望的积极方向发展。