领导排斥对员工建言行为的影响及作用机制

doi:10.16381/j.cnki.issn1003-207x.2017.08.019

摘要/Abstract

摘要： 本文旨在研究中国组织情境下领导排斥对员工建言行为的影响以及心理安全和组织自尊在该过程中的中介作用，并就价值观变量员工传统性的调节效应作了探讨。对262份主管和员工匹配问卷进行层级回归分析，结果表明，领导排斥对员工建言有显著的负向影响，心理安全和组织自尊在其中起到部分中介作用；员工传统性倾向越弱，领导排斥对员工建言的负向影响就越强。

关键词: 领导排斥, 员工建言, 心理安全, 组织自尊, 员工传统性

Abstract: The major purpose of the study is to examine the impact of supervisor ostracism on employee voice behavior in Chinese organizational context. Furthermore,the mediating role of psychological safety and organizational based self-esteem, and the moderating effect of traditionality on the relationship between supervisor ostracism and employee voice behavior are explored. Hierarchical regression analyses on 262 matched samples of employees and supervisors dyads show that:(1)supervisor ostracism related negatively to employee voice behavior;(2) psychological safety and organizational based self-esteem partially mediates the relationship between supervisor ostracism and employee voice behavior;(3) traditionality moderate the relationship between supervisor ostracism and employee voice behavior such that supervisor ostracism has a stronger negative effect on voice behavior when traditionality of employee are low rather than high.

Key words: supervisor ostracism, employee voice behavior, psychological safety, organizational based self-esteem, traditionality

中图分类号:

李澄锋, 田也壮. 领导排斥对员工建言行为的影响及作用机制[J]. 中国管理科学, 2017, 25(8): 175-183.

LI Cheng-feng, TIAN Ye-zhuang. The Mechanism of How Supervisor Ostracism Impacts on EmployeeVoice Behavior[J]. Chinese Journal of Management Science, 2017, 25(8): 175-183.

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