职业成长对员工建言行为的影响
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摘要
基于员工利益视角,整合社会交换理论与关系人口学理论,并探索性地引入员工与主管前摄性人格匹配,可深入研究职业成长对员工建言行为的作用机理。运用多元线性回归分析多个组织的335份员工-主管配对样本数据,结果表明:职业成长对员工建言行为具有正向影响,员工对组织的责任感知在职业成长与建言行为间起到中介作用,员工-主管前摄性人格匹配不仅正向调节职业成长对建言行为的作用,而且正向调节责任感知对建言行为的作用。
From the employees' interests perspective,this study explored the affecting mechanism of career growth on employee voice behavior by introducing a subordinate-supervisor proactivtiy fit based on the integrating social exchange theory and the relational demography theory.Using the multiple linear regression analysis,335 subordinate-supervisor dyad data are analyzed.The empirical results show that career growth has a positive impact on employee voice behavior and felt responsibility mediates the relationship between career growth and employee voice behavior.Moreover,the subordinate-supervisor proactivity fit positively moderates the relationship not only between career growth and employee voice behavior,but also between felt responsibility and employee voice behavior.
From the employees' interests perspective,this study explored the affecting mechanism of career growth on employee voice behavior by introducing a subordinate-supervisor proactivtiy fit based on the integrating social exchange theory and the relational demography theory.Using the multiple linear regression analysis,335 subordinate-supervisor dyad data are analyzed.The empirical results show that career growth has a positive impact on employee voice behavior and felt responsibility mediates the relationship between career growth and employee voice behavior.Moreover,the subordinate-supervisor proactivity fit positively moderates the relationship not only between career growth and employee voice behavior,but also between felt responsibility and employee voice behavior.
引文
[1]魏昕,张志学.上级何时采纳促进性或抑制性进言?——上级地位和下属专业度的影响[J].管理世界,2014(1):132-143,175.
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[3]苗仁涛,周文霞,刘丽,等.高绩效工作系统有助于员工建言?一个被中介的调节作用模型[J].管理评论,2015(7):105-115,126.
[4]LIU W,SONG Z,LI X,et al.Why and when leader’s affective states influence employee upward voice[J].Academy of Management Journal,2017,60(1):238-263.
[5]CHAMBERLIN M,NEWTON D W,LEPINE J A.A meta-analysis of voice and its promotive and prohibitive forms:identification of key associations,distinctions,and future research directions[J].Personnel Psychology,2017,70(1):11-71.
[6]FULLER B,MARLER L E,HESTER K,et al.Leader reactions to follower proactive behavior:giving credit when credit is due[J].Human Relations,2015,68(6):879-898.
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[9]翁清雄,杨惠,曹先霞.科研人员职业成长、工作投入与工作绩效的关系[J].科研管理,2017(6):144-151.
[10]张莉,赵宁,陈龙.职业成长结构的验证及其对建言行为的影响[J].工业工程与管理,2017(4):134-139.
[11]WANG Q,WENG Q,MCELROY J C,et al.Organizational career growth and subsequent voice behavior:the role of affective commitment and gender[J].Journal of Vocational Behavior,2014,84(3):431-441.
[12]CROPANZANO R,MITCHELL M S.Social exchange theory:an interdisciplinary review[J].Journal of Management,2005,31(6):874-900.
[13]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(2):252-264.
[14]陆洋,彭正龙,于鲁宁.授权型领导对员工建言行为的影响机制研究[J].工业工程与管理,2017(3):159-165.
[15]陈建,时勘.基于整合视角的员工建言行为研究评述[J].管理评论,2017(9):215-228.
[16]TSUI A S,O’REILLY C A.Beyond simple demographic effects:the importance of relational demography in superior-subordinate dyads[J].Academy of Management Journal,1989,32(2):402-423.
[17]JIANG K,HU J,LIU S,et al.Understanding employees’ perceptions of human resource practices:effects of demographic dissimilarity to managers and coworkers[J].Human Resource Management,2017,56(1):69-91.
[18]KAKKAR H,TANGIRALA S,SRIVASTAVA N K,et al.The dispositional antecedents of promotive and prohibitive voice[J].Journal of Applied Psychology,2016,101(9):1342-1351.
[19]GUILLAUME Y R F,BRODBECK F C,RIKETTA M.Surface-and deep-level dissimilarity effects on social integration and individual effectiveness related outcomes in work groups:a meta-analytic integration[J].Journal of Occupational and Organizational Psychology,2012,85(1):80-115.
[20]ZHANG Z,WANG M,SHI J.Leader-follower congruence in proactive personality and work outcomes:the mediating role of leader-member exchange[J].Academy of Management Journal,2012,55(1):111-130.
[21]VAN DYNE L,LEPINE J A.Helping and voice extra-role behaviors:evidence of construct and predictive validity[J].Academy of Management Journal,1998,41(1):108-119.
[22]WEI X,ZHANG Z,CHEN X.I will speak up if my voice is socially desirable:a moderated mediating process of promotive versus prohibitive voice[J].Journal of Applied Psychology,2015,100(5):1641-1652.
[23]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.
[24]NG T W H,FELDMAN D C.Idiosyncratic deals and voice behavior[J].Journal of Management,2015,41(3):893-928.
[25]李锐,凌文辁,方俐洛.上司支持感知对下属建言行为的影响及其作用机制[J].中国软科学,2010(4):106-115.
[26]樊耘,马贵梅,颜静.社会交换关系对建言行为的影响——基于多对象视角的分析[J].管理评论,2014(12):68-77.
[27]翁清雄,卞泽娟.组织职业生涯管理与员工职业成长:基于匹配理论的研究[J].外国经济与管理,2015(8):30-42,64.
[28]袁庆宏,丁刚,李珲.知识型员工职业成长与离职意愿——组织认同和专业认同的调节作用[J].科学学与科学技术管理,2014(1):155-164.
[29]WENG Q,MCELROY J C.Organizational career growth,affective occupational commitment and turnover intentions[J].Journal of Vocational Behavior,2012,80(2):256-265.
[30]翁清雄,席酉民.职业成长、组织承诺与离职倾向:集群内外比较[J].预测,2013(1):23-30.
[31]FANG R,MCALLISTER D J,DUFFY M K.Down but not out:newcomers can compensate for low vertical access with strong horizontal ties and favorable core self-evaluations[J].Personnel Psychology,2017,70(3):517-555.
[32]李云,李锡元.上下级“关系”影响中层管理者职业成长的作用机理——组织结构与组织人际氛围的调节作用[J].管理评论,2015(6):120-127,139.
[33]YANG Y,LIU Y,LIU J,et al.The impact of work support and organizational career growth on nurse turnover intention in China[J].International Journal of Nursing Sciences,2015,2(2):134-139.
[34]李云,李锡元.自我职业生涯管理与经理人职业成长——劳动关系氛围与组织结构的权变影响[J].科研管理,2017(1):100-108.
[35]EISENBERGER R,ARMELI S,REXWINKEL B,et al.Reciprocation of perceived organizational support[J].Journal of Applied Psychology,2001,86(1):42-51.
[36]翁清雄,席酉民.动态职业环境下职业成长与组织承诺的关系[J].管理科学学报,2011(3):48-59.
[37]LIANG J,FARH C I C,FARH J.Psychological antecedents of promotive and prohibitive voice:a two-wave examination[J].Academy of Management Journal,2012,55(1):71-92.
[38]MORRISON E W,PHELPS C C.Taking charge at work:extrarole efforts to initiate workplace change[J].Academy of Management Journal,1999,42(4):403-419.
[39]田晓明,李锐.自我牺牲型领导能促进员工的前瞻行为吗?——责任感知的中介效应及其边界条件[J].心理学报,2015(12):1472-1485.
[40]VADERA A K,PRATT M G,MISHRA P.Constructive deviance in organizations:integrating and moving forward[J].Journal of Management,2013,39(5):1221-1276.
[41]CRANT J M.Proactive behavior in organizations[J].Journal of Management,2000,26(3):435-462.
[42]SEIBERT S E,CRANT J M,KRAIMER M L.Proactive personality and career success[J].Journal of Applied Psychology,1999,84(3):416-427.
[43]LOI R,NGO H.Work outcomes of relational demography in Chinese vertical dyads[J].The International Journal of Human Resource Management,2009,20(8):1704-1719.
[44]CARTER Z C,MOSSHOLDER K W,FEILD H S,et al.Transformational leadership,interactional justice,and organizational citizenship behavior:the effects of racial and gender dissimilarity between supervisors and subordinates[J].Group & Organization Management,2014,39(6):691-719.
[45]PODSAKOFF P M,MACKENZIE S B,LEE J Y,et al.Common method biases in behavioral research:a critical review of the literature and recommended remedies[J].Journal of Applied Psychology,2003,88(5):879-903.
[46]HAIR J F,BLACK B,BABIN B,et al.Multivariate data analysis[M].6th ed.New Jersey:Prentice Hall,2006.
[2]BURRIS E,ROCKMANN K,KIM Y.The value of voice (to managers):employee identification and the content of voice[J].Academy of Management Journal,2017,60(6):2099-2125.
[3]苗仁涛,周文霞,刘丽,等.高绩效工作系统有助于员工建言?一个被中介的调节作用模型[J].管理评论,2015(7):105-115,126.
[4]LIU W,SONG Z,LI X,et al.Why and when leader’s affective states influence employee upward voice[J].Academy of Management Journal,2017,60(1):238-263.
[5]CHAMBERLIN M,NEWTON D W,LEPINE J A.A meta-analysis of voice and its promotive and prohibitive forms:identification of key associations,distinctions,and future research directions[J].Personnel Psychology,2017,70(1):11-71.
[6]FULLER B,MARLER L E,HESTER K,et al.Leader reactions to follower proactive behavior:giving credit when credit is due[J].Human Relations,2015,68(6):879-898.
[7]MORRISON E W.Employee voice and silence[J].Annual Review of Organizational Psychology and Organizational Behavior,2014,1(1):173-197.
[8]CHEN J,HOU Z,LI X,et al.The role of career growth in Chinese new employee’s turnover process[J].Journal of Career Development,2016,43(1):1-15.
[9]翁清雄,杨惠,曹先霞.科研人员职业成长、工作投入与工作绩效的关系[J].科研管理,2017(6):144-151.
[10]张莉,赵宁,陈龙.职业成长结构的验证及其对建言行为的影响[J].工业工程与管理,2017(4):134-139.
[11]WANG Q,WENG Q,MCELROY J C,et al.Organizational career growth and subsequent voice behavior:the role of affective commitment and gender[J].Journal of Vocational Behavior,2014,84(3):431-441.
[12]CROPANZANO R,MITCHELL M S.Social exchange theory:an interdisciplinary review[J].Journal of Management,2005,31(6):874-900.
[13]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(2):252-264.
[14]陆洋,彭正龙,于鲁宁.授权型领导对员工建言行为的影响机制研究[J].工业工程与管理,2017(3):159-165.
[15]陈建,时勘.基于整合视角的员工建言行为研究评述[J].管理评论,2017(9):215-228.
[16]TSUI A S,O’REILLY C A.Beyond simple demographic effects:the importance of relational demography in superior-subordinate dyads[J].Academy of Management Journal,1989,32(2):402-423.
[17]JIANG K,HU J,LIU S,et al.Understanding employees’ perceptions of human resource practices:effects of demographic dissimilarity to managers and coworkers[J].Human Resource Management,2017,56(1):69-91.
[18]KAKKAR H,TANGIRALA S,SRIVASTAVA N K,et al.The dispositional antecedents of promotive and prohibitive voice[J].Journal of Applied Psychology,2016,101(9):1342-1351.
[19]GUILLAUME Y R F,BRODBECK F C,RIKETTA M.Surface-and deep-level dissimilarity effects on social integration and individual effectiveness related outcomes in work groups:a meta-analytic integration[J].Journal of Occupational and Organizational Psychology,2012,85(1):80-115.
[20]ZHANG Z,WANG M,SHI J.Leader-follower congruence in proactive personality and work outcomes:the mediating role of leader-member exchange[J].Academy of Management Journal,2012,55(1):111-130.
[21]VAN DYNE L,LEPINE J A.Helping and voice extra-role behaviors:evidence of construct and predictive validity[J].Academy of Management Journal,1998,41(1):108-119.
[22]WEI X,ZHANG Z,CHEN X.I will speak up if my voice is socially desirable:a moderated mediating process of promotive versus prohibitive voice[J].Journal of Applied Psychology,2015,100(5):1641-1652.
[23]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.
[24]NG T W H,FELDMAN D C.Idiosyncratic deals and voice behavior[J].Journal of Management,2015,41(3):893-928.
[25]李锐,凌文辁,方俐洛.上司支持感知对下属建言行为的影响及其作用机制[J].中国软科学,2010(4):106-115.
[26]樊耘,马贵梅,颜静.社会交换关系对建言行为的影响——基于多对象视角的分析[J].管理评论,2014(12):68-77.
[27]翁清雄,卞泽娟.组织职业生涯管理与员工职业成长:基于匹配理论的研究[J].外国经济与管理,2015(8):30-42,64.
[28]袁庆宏,丁刚,李珲.知识型员工职业成长与离职意愿——组织认同和专业认同的调节作用[J].科学学与科学技术管理,2014(1):155-164.
[29]WENG Q,MCELROY J C.Organizational career growth,affective occupational commitment and turnover intentions[J].Journal of Vocational Behavior,2012,80(2):256-265.
[30]翁清雄,席酉民.职业成长、组织承诺与离职倾向:集群内外比较[J].预测,2013(1):23-30.
[31]FANG R,MCALLISTER D J,DUFFY M K.Down but not out:newcomers can compensate for low vertical access with strong horizontal ties and favorable core self-evaluations[J].Personnel Psychology,2017,70(3):517-555.
[32]李云,李锡元.上下级“关系”影响中层管理者职业成长的作用机理——组织结构与组织人际氛围的调节作用[J].管理评论,2015(6):120-127,139.
[33]YANG Y,LIU Y,LIU J,et al.The impact of work support and organizational career growth on nurse turnover intention in China[J].International Journal of Nursing Sciences,2015,2(2):134-139.
[34]李云,李锡元.自我职业生涯管理与经理人职业成长——劳动关系氛围与组织结构的权变影响[J].科研管理,2017(1):100-108.
[35]EISENBERGER R,ARMELI S,REXWINKEL B,et al.Reciprocation of perceived organizational support[J].Journal of Applied Psychology,2001,86(1):42-51.
[36]翁清雄,席酉民.动态职业环境下职业成长与组织承诺的关系[J].管理科学学报,2011(3):48-59.
[37]LIANG J,FARH C I C,FARH J.Psychological antecedents of promotive and prohibitive voice:a two-wave examination[J].Academy of Management Journal,2012,55(1):71-92.
[38]MORRISON E W,PHELPS C C.Taking charge at work:extrarole efforts to initiate workplace change[J].Academy of Management Journal,1999,42(4):403-419.
[39]田晓明,李锐.自我牺牲型领导能促进员工的前瞻行为吗?——责任感知的中介效应及其边界条件[J].心理学报,2015(12):1472-1485.
[40]VADERA A K,PRATT M G,MISHRA P.Constructive deviance in organizations:integrating and moving forward[J].Journal of Management,2013,39(5):1221-1276.
[41]CRANT J M.Proactive behavior in organizations[J].Journal of Management,2000,26(3):435-462.
[42]SEIBERT S E,CRANT J M,KRAIMER M L.Proactive personality and career success[J].Journal of Applied Psychology,1999,84(3):416-427.
[43]LOI R,NGO H.Work outcomes of relational demography in Chinese vertical dyads[J].The International Journal of Human Resource Management,2009,20(8):1704-1719.
[44]CARTER Z C,MOSSHOLDER K W,FEILD H S,et al.Transformational leadership,interactional justice,and organizational citizenship behavior:the effects of racial and gender dissimilarity between supervisors and subordinates[J].Group & Organization Management,2014,39(6):691-719.
[45]PODSAKOFF P M,MACKENZIE S B,LEE J Y,et al.Common method biases in behavioral research:a critical review of the literature and recommended remedies[J].Journal of Applied Psychology,2003,88(5):879-903.
[46]HAIR J F,BLACK B,BABIN B,et al.Multivariate data analysis[M].6th ed.New Jersey:Prentice Hall,2006.
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