Entrepreneurial proclivity, a critical trait for entrepreneurs, is also a universal personality trait. However, previous research failed to scrutinize its effects at employee level. This paper integrates the achievement motivation theory and Maslow's hierarchy of needs theory to study the relationship between employee entrepreneurial proclivity and job performance as well as the moderating effect of intrinsic/extrinsic satisfaction. The results reveal that there are inverted U relationships between achievement motivation & risk-taking propensity and job performance, while there is a U relation between preference for innovation and job performance. Intrinsic job satisfaction strengthens the inverted U relationship between achievem ent motivation and job performance. This study advances the development of entrepreneurial proclivity theory and its application in employee management by providing theoretical evidence for the relationship between employees and "Widespread Entrepreneurship and Inovation" for the first time. The research conclusion has profound theoretical enlightenment and practical significance.