基于资源保存理论，对391套员工-直接领导3个阶段的配对数据进行统计分析，探讨非体面工作感知抑制员工主动担责行为的作用机制，并考察了心理可得性的中介作用以及员工组织发展投入感的调节作用。研究结果表明：非体面工作感知显著负向影响员工主动担责行为；心理可得性部分中介非体面工作感知与员工主动担责行为之间的关系；员工组织发展投入感不仅正向调节心理可得性与员工主动担责行为之间的关系，而且还正向调节非体面工作感知通过心理可得性影响员工主动担责行为的间接路径。

Based on the conservation of resource theory, using data from 391 dyads of three-stage questionnaires of employees and their immediate supervisors, this study explored the inhibiting mechanism of perceived dirty work on employee’ taking charge behavior, and examined the mediating effect of psychological availability, as well as the moderating effect of perceived investment in employee development. The results showed that: perceived dirty work had a significantly negative effect on employee’ taking charge behavior; psychological availability had a partial mediating effect in the relationship between perceived dirty work and employee’ taking charge behavior; perceived investment in employee development not only positively moderated the relationship between psychological availability and employee’ taking charge behavior, but also positively moderated the mediating effect of perceived dirty work on employee’ taking charge behavior through psychological availability.