快速变化的外部环境给未来的工作带来了越来越多的不可预知性，因此仅考察员工过去的工作表现显然已经无法满足当今企业人才管理的需求，于是越来越多的管理者开始重视对员工潜能的考察，在这种环境背景下，学习敏锐度这个新构念运时而生。学习敏锐度被定义为从经验中学习并将所学成功应用于新的或陌生环境的意愿和能力。这一构念最早于2000年从管理应用领域提出，具有较强的应用导向。经过近二十年的发展，关于学习敏锐度的研究已不完全局限于管理应用领域，越来越多的学术研究者开始对这一构念进行深入研究。已有的研究表明，学习敏锐度是预测员工潜能的关键因素，但对其是否能预测员工当前工作绩效的研究结论并不完全一致。 本研究通过问卷调查的方法，对来自中国8个省市的15个企业的271个领导-员工配对样本进行了调查分析。采用回归分析的统计方法，检验了学习敏锐度对员工任务绩效、适应性绩效和关系绩效的预测作用，并使用Bootstrap数据分析方法，检验了任务不确定性对学习敏锐度与工作绩效各维度的关系间的调节作用，同时还检验了心理安全在任务不确定性调节过程中的调节效应。 数据分析结果表明：⑴学习敏锐度可以显著预测员工当前的任务绩效、适应性绩效和关系绩效；⑵相对于任务绩效和关系绩效，学习敏锐度对适应性绩效的预测作用更强；⑶任务不确定性的调节作用得到部分验证，即任务不确定性可显著调节学习敏锐度对适应性绩效的影响，但在学习敏锐度与任务绩效和关系绩效的关系中不存在调节作用；⑷心理安全在任务不确定性调节过程中的调节作用未能得到验证。 研究结论认为：学习敏锐度可以显著预测员工的任务绩效、适应性绩效和关系绩效，在企业人力资源管理实践中，可以考虑通过测量员工的学习敏锐度来提升员工招聘、配置和培训的有效性，尤其在进行人岗匹配时，可以考虑将学习敏锐度高的员工配置在工作任务不确定性高的岗位上，以利于提升企业的整体适应性。

Rapid changes of external environment brought more and more unpredictable situations for future works. So obviously, it is not enough to consider only the employees’ past performance for today’s needs of talent management. More and more managers begin to pay attention to employees’ potential. Under this circumstance, the construct of learning agility was emerged. This new construct was defined as the willingness and ability to learn from experience, and subsequently apply that learning to perform successfully under new or first-time conditions. It came from management application fields, and it is strongly applicational oriented. After nearly 20 years of development, research about learning agility has not entirely confined to management application fields that more and more academic researchers began to investigate this construct. Many studies have shown that learning agility is a key factor to predict employees’ potential, but the result of relationship of learning agility and employees’ job performance were inconsistent. This study used questionnaires method, and through analyzed 271 leader-employee paired samples from 15 companies in eight provinces of China, to investigate the learning agility impact on employees’ current job performance, and using regression analysis and Bootstrap analysis to investigated the moderate role of task uncertainty, and also examined the moderate role of psychological safety in the moderating process of task uncertainty. The results were ①learning agility can significantly predict employees’ task performance, adaptive performance and contextual performance; ②in contrast to task performance and contextual performance, learning agility has a stronger predictive effect on adaptive performance; ③the moderate role of task uncertainty has partly supported that task uncertainty can only significantly moderate the relationship with learning agility and adaptive performance; ④but the moderate role of psychological safety in the moderating process of task uncertainty has not been verified. This study shows that learning agility can significantly predict employees’ current task performance, adaptive performance and contextual performance. That means learning agility is a key factor to predict employees’ performance. This study suggested that human resource managers could consider measuring employees’ learning agility to improve employee recruitment, allocation and training effectiveness, especially when considering person-post matching, managers could allocate high learning agility on high task uncertainty post to improve enterprise’s overall flexibility.