与上级关系好的员工一定会建言吗?基于资源保存理论的双中介模型
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摘要
作为一种主动性的角色外行为,员工建言在组织发展中占据着日益重要的位置,因此如何促进员工建言受到了学术界和实践界的广泛关注。本文以52位上级和370位员工的配对数据为样本,基于资源保存理论,采用结构方程模型,探究了中国情境中上下级关系对员工建言的"双刃剑"效应,在控制上级面子威胁敏感度等变量后,重点分析了员工心理安全感和员工面子顾虑的中介作用。研究结果表明:上下级关系与促进性建言和抑制性建言存在正相关关系;员工心理安全感在上下级关系对促进性建言和抑制性建言的影响中起正向中介作用;员工面子顾虑在上下级关系对促进性建言和抑制性建言的影响中起负向中介作用。最后,本文对研究结果进行了讨论并对未来研究进行了展望。
As an initiative extra-role behavior,employee voice plays an increasingly important role in the organization development.Therefore,how to encourage employees to voice has attracted widespread attention in both academic and practical fields. Drawing upon paired data from 370 employees and 52 of their immediate supervisors,this study uses resource conservation theory and structural equation model to explore the dual effects of supervisor-subordinate Guanxi on employee voice in the Chinese context. The mediating roles of employee psychological safety and employees' face concern are mainly focused on. Results revealed that: employee psychological safety mediates the positive relationship between supervisor-subordinate Guanxi and employee voice; employees' face concern mediates the negative relationship between supervisor-subordinate Guanxi and employee voice; supervisor-subordinate Guanxi has a positive effect on employee voice. Finally,the research results are discussed and potential direction for the relevant researches is proposed.
As an initiative extra-role behavior,employee voice plays an increasingly important role in the organization development.Therefore,how to encourage employees to voice has attracted widespread attention in both academic and practical fields. Drawing upon paired data from 370 employees and 52 of their immediate supervisors,this study uses resource conservation theory and structural equation model to explore the dual effects of supervisor-subordinate Guanxi on employee voice in the Chinese context. The mediating roles of employee psychological safety and employees' face concern are mainly focused on. Results revealed that: employee psychological safety mediates the positive relationship between supervisor-subordinate Guanxi and employee voice; employees' face concern mediates the negative relationship between supervisor-subordinate Guanxi and employee voice; supervisor-subordinate Guanxi has a positive effect on employee voice. Finally,the research results are discussed and potential direction for the relevant researches is proposed.
引文
[1]Kwon B.,Farndale E.,Park J.G.Employee Voice and Work Engagement:Macro,Meso,and Micro-level Drivers of Convergence?[J].Human Resource Management Review,2016,26(4):327-337
[2]Chou S.Y.,Chou S.Y.,Barron K.,et al.Employee Voice Behavior Revisited:Its Forms and Antecedents[J].Management Research Review,2016,39(12):1720-1737
[3]李燕萍,郑馨怡,刘宗华.基于资源保存理论的内部人身份感知对员工建言行为的影响机制研究[J].管理学报,2017,14(2):196-204
[4]Stamper C.L.,Dyne L.V.Work Status and Organizational Citizenship Behavior:A Field Study of Restaurant Employees[J].Journal of Organizational Behavior,2001,22(5):517-536
[5]Dutton J.E.,Ashford S.J.Selling Issues to Top Management[J].Academy of Management Review,1993,18(3):397-428
[6]Van Dyne L.,Le Pine J.A.Helping and Voice Extra-role Behaviors:Evidence of Construct and Predictive Validity[J].Academy of Management Journal,1998,41(1):108-119
[7]Tepper B.J.,Duffy M.K.,Hoobler J,et al.Moderators of the Relationships between Coworkers’Organizational Citizenship Behavior and Fellow Employees’Attitudes[J].Journal of Applied Psychology,2004,89(3):455-465
[8]Morrison E.W.,Milliken F.J.Organizational Silence:A Barrier to Change and Development in a Pluralistic World[J].Academy of Management Review,2000,25(4):706-725
[9]陈文平,段锦云,田晓明.员工为什么不建言:基于中国文化视角的解析[J].心理科学进展,2013,21(5):905-913
[10]郑伯埙.华人人际关系研究的困境与出路[J].本土心理学研究,1999,(12):203-214
[11]翟学伟.人情、面子与权力的再生产[M].北京:北京大学出版社,2005
[12]黄光国,胡先缙.人情与面子:中国人的权力游戏[M].台北:巨流图书公司,1988
[13]Wang P.,Ye X.A Review of Supervisor-Subordinate Guan Xi Conceptual,Measurement Issues,and Relative Study Conclusions[M].Paris:Atlantis Press,2014
[14]Wang X.,Huang J.,Wang L.,et al.A Multilevel Study on Antecedents of Manager Voice in Chinese Context[J].Chinese Management Studies,2010,4(3):212-230
[15]Wang H.,Wu W.,Liu Y.,et al.In What Ways do Chinese Employees Speak up?An Exchange Approach to Supervisor-subordinate Guanxi and Voice Behavior[J].International Journal of Human Resource Management,2016,11:1-23
[16]郭晓薇,李成彦.中国人的上下级关系:整合构念的建立与初步检验[J].管理学报,2015,12(2):167-177
[17]刘慧,王晓庄.上下级关系:概念,测量,影响因素及其结果[J].心理研究,2016,9(5):69-75
[18]Wong Y.T.,Wong S.H.,Wong Y.W.A Study of Subordinate-supervisor Guanxi in Chinese Joint Ventures[J].The International Journal of Human Resource Management,2010,21(12):2142-2155
[19]梁建,王重鸣.中国背景下的人际关系及其对组织绩效的影响[J].心理学动态,2001,9(2):173-178
[20]Zhang L.,Deng Y.,Wang Q.An Exploratory Study of Chinese Motives for Building Supervisor-Subordinate Guanxi[J].Journal of Business Ethics,2014,124(4):659-675
[21]Dyne L.V.,Ang S.,Botero I.C.Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs[J].Journal of Management Studies,2003,40(6):1359-1392
[22]Ng T.W.H.,Feldman D.C.Employee Voice Behavior:A Meta-analytic Test of the Conservation of Resources Framework[J].Journal of Organizational Behavior,2012,33(2):216-234
[23]梁建,刘兆鹏.团队建言结构:概念,前因及其对团队创新的影响[J].中国人力资源开发,2016,(5):6-15
[24]Liang J.,Farh J.L.Promotive and Prohibitive Voice Behavior in Organizations:A Two-wave Longitudinal Examination[C].Third Conference of the International Association for Chinese Management Research,Guangzhou,China,2008
[25]Duan J.,Li C.,Xu Y.,et al.Transformational Leadership and Employee Voice Behavior:A Pygmalion Mechanism[J].Journal of Organizational Behavior,2017,38(5):650-670
[26]梁建.道德领导与员工建言:一个调节-中介模型的构建与检验[J].心理学报,2014,46(2):252-264
[27]汪林,储小平,黄嘉欣,等.与高层领导的关系对经理人“谏言”的影响机制---来自本土家族企业的经验证据[J].管理世界,2010,(5):108-117
[28]Law K.S.,Wong C.S.,Wang D.,et al.Effect of Supervisor-subordinate Guanxi on Supervisory Decisions in China:An Empirical Investigation[J].International Journal of Human Resource Management,2000,11(4):751-765
[29]Kahn W.A.Psychological Conditions of Personal Engagement and Disengagement at Work[J].Academy of Management Journal,1990,33(4):692-724
[30]Edmondson A.Psychological Safety and Learning Behavior in Work Teams[J].Administrative Science Quarterly,1999,44(2):350-383
[31]Liang J.,Farh C.I.,Farh J.L.Psychological Antecedents of Promotive and Prohibitive voice:A Two-wave Examination[J].Academy of Management Journal,2012,55(1):71-92
[32]Hobfoll S.E.The Influence of Culture,Community,and the Nested-Self in the Stress Process:Advancing Conservation of Resources Theory[J].Applied Psychology,2001,50(3):337-421
[33]Walumbwa F.O.,Schaubroeck J.Leader Personality Traits and Employee Voice Behavior:Mediating Roles of Ethical Leadership and Work Group Psychological Safety[J].Journal of Applied Psychology,2009,94(5):1275-1286
[34]Ting-Toomey S.,Kurogi A.Facework Competence in Intercultural Conflict:An Updated Face-negotiation Theory[J].International Journal of Intercultural Relations,1998,22(2):187-225
[35]Oetzel J.,Garcia A.J.,Ting-Toomey S.An Analysis of the Relationships Among Face Concerns and Facework Behaviors in Perceived Conflict Situations:A Four-culture Investigation[J].International Journal of Conflict Management,2008,19(4):382-403
[36]Ashford S.J.,Northcraft G.B.Conveying More(or Less)than We Realize:The Role of Impression-management in Feedbackseeking[J].Organizational Behavior and Human Decision Processes,1992,53(3):310-334
[37]Hodgins H.S.,Liebeskind E.Apology Versus Defense:Antecedents and Consequences[J].Journal of Experimental Social Psychology,2003,39(4):297-316
[38]赵卓嘉.由“面子”衍生的若干近似概念的辨析[J].社会心理科学,2013,(1):84-93
[39]Obst P.L,White K.M.Revisiting the Sense of Community Index:A Confirmatory Factor Analysis[J].Journal of Community Psychology,2004,32(6):691-705
[40]Oatway R.A.The Impact of Face Giving and Threat Sensitivity Behavior on Communication in Supervisor/Subordinate Dyads[D].Harvard University Doctoral Dissertation,1997
[41]Goffman E.On Face-Work[J].Psychiatry Interpersonal&Biological Processes,1967,18(3):213-231
[42]Oetzel J.,Ting-Toomey S.,Masumoto T.,et al.Face and Face Work in Conflict:A Cross-cultural Comparison of China,Germany,Japan,and the United States[J].Communication Monographs,2001,68(3):235-258
[43]White J.B.,Tynan R.,Galinsky A.D.,et al.Face Threat Sensitivity in Negotiation:Roadblock to Agreement and Joint Gain[J].Organizational Behavior and Human Decision Processes,2004,94(2):102-124
[44]段锦云,王重鸣,钟建安.大五和组织公平感对进谏行为的影响研究[J].心理科学,2007,30(1):19-22
[45]吴艳,温忠麟.结构方程建模中的题目打包策略[J].心理科学进展,2011,19(12):1859-1867
[46]卞冉,车宏生,阳辉.项目组合在结构方程模型中的应用[J].心理科学进展,2007,15(3):567-576
[47]Bollen K.A.Latent Variables in Psychology and the Social Sciences[J].Annual Review of Psychology,2002,53(1):605-634
[48]罗胜强,姜嬿.管理学问卷调查研究方法:Management Survey Research Methodology[M].重庆:重庆大学出版社,2014
[49]Vrieze S.I.Model Selection and Psychological Theory:A Discussion of the Differences between the Akaike Information Criterion(AIC)and the Bayesian Information Criterion(BIC)[J].Psychological Methods,2002,17(2):228-243
[50]Raftery A.E.Bayesian Model Selection in Social Research[J].Sociological Methodology,1995,25(25):111-163
[51]赵杰,潘清泉.基于SSG视角的员工建言行为实证研究[J].广西科技大学学报,2015,26(4):103-110
[52]周建涛.谦逊领导与员工建言:一个中介-调节模型[J].中国人力资源开发,2016,(5):34-40
[53]段锦云,曹莹.自我监控对建言行为的影响:内部人身份感知的作用[J].心理科学,2015,38(6):1452-1458
[54]王萍,张茜.面子对家族企业员工建言行为的影响:以上下级关系为中介[J].人类工效学,2016,22(4):18-22
[55]夏静波,徐红香,柯彤萍.面子价值观与抑制建言关系探究[J].领导科学,2016,(14):38-41
[2]Chou S.Y.,Chou S.Y.,Barron K.,et al.Employee Voice Behavior Revisited:Its Forms and Antecedents[J].Management Research Review,2016,39(12):1720-1737
[3]李燕萍,郑馨怡,刘宗华.基于资源保存理论的内部人身份感知对员工建言行为的影响机制研究[J].管理学报,2017,14(2):196-204
[4]Stamper C.L.,Dyne L.V.Work Status and Organizational Citizenship Behavior:A Field Study of Restaurant Employees[J].Journal of Organizational Behavior,2001,22(5):517-536
[5]Dutton J.E.,Ashford S.J.Selling Issues to Top Management[J].Academy of Management Review,1993,18(3):397-428
[6]Van Dyne L.,Le Pine J.A.Helping and Voice Extra-role Behaviors:Evidence of Construct and Predictive Validity[J].Academy of Management Journal,1998,41(1):108-119
[7]Tepper B.J.,Duffy M.K.,Hoobler J,et al.Moderators of the Relationships between Coworkers’Organizational Citizenship Behavior and Fellow Employees’Attitudes[J].Journal of Applied Psychology,2004,89(3):455-465
[8]Morrison E.W.,Milliken F.J.Organizational Silence:A Barrier to Change and Development in a Pluralistic World[J].Academy of Management Review,2000,25(4):706-725
[9]陈文平,段锦云,田晓明.员工为什么不建言:基于中国文化视角的解析[J].心理科学进展,2013,21(5):905-913
[10]郑伯埙.华人人际关系研究的困境与出路[J].本土心理学研究,1999,(12):203-214
[11]翟学伟.人情、面子与权力的再生产[M].北京:北京大学出版社,2005
[12]黄光国,胡先缙.人情与面子:中国人的权力游戏[M].台北:巨流图书公司,1988
[13]Wang P.,Ye X.A Review of Supervisor-Subordinate Guan Xi Conceptual,Measurement Issues,and Relative Study Conclusions[M].Paris:Atlantis Press,2014
[14]Wang X.,Huang J.,Wang L.,et al.A Multilevel Study on Antecedents of Manager Voice in Chinese Context[J].Chinese Management Studies,2010,4(3):212-230
[15]Wang H.,Wu W.,Liu Y.,et al.In What Ways do Chinese Employees Speak up?An Exchange Approach to Supervisor-subordinate Guanxi and Voice Behavior[J].International Journal of Human Resource Management,2016,11:1-23
[16]郭晓薇,李成彦.中国人的上下级关系:整合构念的建立与初步检验[J].管理学报,2015,12(2):167-177
[17]刘慧,王晓庄.上下级关系:概念,测量,影响因素及其结果[J].心理研究,2016,9(5):69-75
[18]Wong Y.T.,Wong S.H.,Wong Y.W.A Study of Subordinate-supervisor Guanxi in Chinese Joint Ventures[J].The International Journal of Human Resource Management,2010,21(12):2142-2155
[19]梁建,王重鸣.中国背景下的人际关系及其对组织绩效的影响[J].心理学动态,2001,9(2):173-178
[20]Zhang L.,Deng Y.,Wang Q.An Exploratory Study of Chinese Motives for Building Supervisor-Subordinate Guanxi[J].Journal of Business Ethics,2014,124(4):659-675
[21]Dyne L.V.,Ang S.,Botero I.C.Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs[J].Journal of Management Studies,2003,40(6):1359-1392
[22]Ng T.W.H.,Feldman D.C.Employee Voice Behavior:A Meta-analytic Test of the Conservation of Resources Framework[J].Journal of Organizational Behavior,2012,33(2):216-234
[23]梁建,刘兆鹏.团队建言结构:概念,前因及其对团队创新的影响[J].中国人力资源开发,2016,(5):6-15
[24]Liang J.,Farh J.L.Promotive and Prohibitive Voice Behavior in Organizations:A Two-wave Longitudinal Examination[C].Third Conference of the International Association for Chinese Management Research,Guangzhou,China,2008
[25]Duan J.,Li C.,Xu Y.,et al.Transformational Leadership and Employee Voice Behavior:A Pygmalion Mechanism[J].Journal of Organizational Behavior,2017,38(5):650-670
[26]梁建.道德领导与员工建言:一个调节-中介模型的构建与检验[J].心理学报,2014,46(2):252-264
[27]汪林,储小平,黄嘉欣,等.与高层领导的关系对经理人“谏言”的影响机制---来自本土家族企业的经验证据[J].管理世界,2010,(5):108-117
[28]Law K.S.,Wong C.S.,Wang D.,et al.Effect of Supervisor-subordinate Guanxi on Supervisory Decisions in China:An Empirical Investigation[J].International Journal of Human Resource Management,2000,11(4):751-765
[29]Kahn W.A.Psychological Conditions of Personal Engagement and Disengagement at Work[J].Academy of Management Journal,1990,33(4):692-724
[30]Edmondson A.Psychological Safety and Learning Behavior in Work Teams[J].Administrative Science Quarterly,1999,44(2):350-383
[31]Liang J.,Farh C.I.,Farh J.L.Psychological Antecedents of Promotive and Prohibitive voice:A Two-wave Examination[J].Academy of Management Journal,2012,55(1):71-92
[32]Hobfoll S.E.The Influence of Culture,Community,and the Nested-Self in the Stress Process:Advancing Conservation of Resources Theory[J].Applied Psychology,2001,50(3):337-421
[33]Walumbwa F.O.,Schaubroeck J.Leader Personality Traits and Employee Voice Behavior:Mediating Roles of Ethical Leadership and Work Group Psychological Safety[J].Journal of Applied Psychology,2009,94(5):1275-1286
[34]Ting-Toomey S.,Kurogi A.Facework Competence in Intercultural Conflict:An Updated Face-negotiation Theory[J].International Journal of Intercultural Relations,1998,22(2):187-225
[35]Oetzel J.,Garcia A.J.,Ting-Toomey S.An Analysis of the Relationships Among Face Concerns and Facework Behaviors in Perceived Conflict Situations:A Four-culture Investigation[J].International Journal of Conflict Management,2008,19(4):382-403
[36]Ashford S.J.,Northcraft G.B.Conveying More(or Less)than We Realize:The Role of Impression-management in Feedbackseeking[J].Organizational Behavior and Human Decision Processes,1992,53(3):310-334
[37]Hodgins H.S.,Liebeskind E.Apology Versus Defense:Antecedents and Consequences[J].Journal of Experimental Social Psychology,2003,39(4):297-316
[38]赵卓嘉.由“面子”衍生的若干近似概念的辨析[J].社会心理科学,2013,(1):84-93
[39]Obst P.L,White K.M.Revisiting the Sense of Community Index:A Confirmatory Factor Analysis[J].Journal of Community Psychology,2004,32(6):691-705
[40]Oatway R.A.The Impact of Face Giving and Threat Sensitivity Behavior on Communication in Supervisor/Subordinate Dyads[D].Harvard University Doctoral Dissertation,1997
[41]Goffman E.On Face-Work[J].Psychiatry Interpersonal&Biological Processes,1967,18(3):213-231
[42]Oetzel J.,Ting-Toomey S.,Masumoto T.,et al.Face and Face Work in Conflict:A Cross-cultural Comparison of China,Germany,Japan,and the United States[J].Communication Monographs,2001,68(3):235-258
[43]White J.B.,Tynan R.,Galinsky A.D.,et al.Face Threat Sensitivity in Negotiation:Roadblock to Agreement and Joint Gain[J].Organizational Behavior and Human Decision Processes,2004,94(2):102-124
[44]段锦云,王重鸣,钟建安.大五和组织公平感对进谏行为的影响研究[J].心理科学,2007,30(1):19-22
[45]吴艳,温忠麟.结构方程建模中的题目打包策略[J].心理科学进展,2011,19(12):1859-1867
[46]卞冉,车宏生,阳辉.项目组合在结构方程模型中的应用[J].心理科学进展,2007,15(3):567-576
[47]Bollen K.A.Latent Variables in Psychology and the Social Sciences[J].Annual Review of Psychology,2002,53(1):605-634
[48]罗胜强,姜嬿.管理学问卷调查研究方法:Management Survey Research Methodology[M].重庆:重庆大学出版社,2014
[49]Vrieze S.I.Model Selection and Psychological Theory:A Discussion of the Differences between the Akaike Information Criterion(AIC)and the Bayesian Information Criterion(BIC)[J].Psychological Methods,2002,17(2):228-243
[50]Raftery A.E.Bayesian Model Selection in Social Research[J].Sociological Methodology,1995,25(25):111-163
[51]赵杰,潘清泉.基于SSG视角的员工建言行为实证研究[J].广西科技大学学报,2015,26(4):103-110
[52]周建涛.谦逊领导与员工建言:一个中介-调节模型[J].中国人力资源开发,2016,(5):34-40
[53]段锦云,曹莹.自我监控对建言行为的影响:内部人身份感知的作用[J].心理科学,2015,38(6):1452-1458
[54]王萍,张茜.面子对家族企业员工建言行为的影响:以上下级关系为中介[J].人类工效学,2016,22(4):18-22
[55]夏静波,徐红香,柯彤萍.面子价值观与抑制建言关系探究[J].领导科学,2016,(14):38-41
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