管理者自恋会导致员工沉默吗:心理安全感与上下级关系的作用
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摘要
员工沉默是近年来组织行为学领域关注的热点问题。本研究基于进化心理学理论和领导成员交换理论,构建管理者自恋与员工沉默关系的研究模型。通过两阶段的问卷调查,检验管理者自恋与员工沉默的关系、心理安全感的中介作用及上下级关系的调节作用。研究结果表明:(1)管理者自恋与员工沉默显著正相关,员工的心理安全感在两者之间起部分中介作用;(2)上下级关系负向调节管理者自恋与心理安全感之间的关系,即上下级关系质量越高,管理者自恋与员工心理安全感的负相关关系越弱;(3)上下级关系显著负向调节心理安全感对管理者自恋与员工沉默之间关系的中介作用,即上下级关系质量越高,心理安全感的中介作用就越强;反之则越弱。
Employee silence is a hot issue in the field of organizational behavior in recent years. This study integrates evolutionary psychological theory and 1 eader-member exchange theory to construct a research model of the relationship between supervisor narcissism and employee silence. Through the two-stage questionnaire,we examine the relationship between supervisor narcissism and employee silence,the mediating role of psychological safety and the moderating role of supervisor-subordinate guanxi. The results show that:(1) Supervisor narcissism has a significant positive impact on employee silence and psychological safety plays partial mediating role between them.(2) Supervisor-subordinate guanxi significantly moderates the relationship between supervisor narcissism and psychological safety. The negative correlation between supervisor narcissism and psychological safety is more significant in low supervisor-subordinate guanxi than in high supervisor-subordinate guanxi.(3)Supervisor-subordinate guanxi negatively moderates the mediating effect of psychological safety on the relationship between supervisor narcissism and employee silence. The higher the quality of supervisor-subordinate guanxi,the weaker the mediating effect is and the stronger if it is the opposite.
Employee silence is a hot issue in the field of organizational behavior in recent years. This study integrates evolutionary psychological theory and 1 eader-member exchange theory to construct a research model of the relationship between supervisor narcissism and employee silence. Through the two-stage questionnaire,we examine the relationship between supervisor narcissism and employee silence,the mediating role of psychological safety and the moderating role of supervisor-subordinate guanxi. The results show that:(1) Supervisor narcissism has a significant positive impact on employee silence and psychological safety plays partial mediating role between them.(2) Supervisor-subordinate guanxi significantly moderates the relationship between supervisor narcissism and psychological safety. The negative correlation between supervisor narcissism and psychological safety is more significant in low supervisor-subordinate guanxi than in high supervisor-subordinate guanxi.(3)Supervisor-subordinate guanxi negatively moderates the mediating effect of psychological safety on the relationship between supervisor narcissism and employee silence. The higher the quality of supervisor-subordinate guanxi,the weaker the mediating effect is and the stronger if it is the opposite.
引文
[1]段锦云,张倩,黄彩云.建言角色认同及对员工建言行为的影响机制研究[J].南开管理评论,2015,18(5):65-74.
[2]段锦云,黄彩云.变革型领导对员工建言的影响机制再探:自我决定的视角[J].南开管理评论,2014,17(4):98-109.
[3]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.
[4]席猛,许勤,仲为国,赵曙明.辱虐管理对下属沉默行为的影响[J].南开管理评论,2015,18(3):132-140.
[5]Tangirala S.,Ramanujam R.Employee Silence on Critical Work Issues:The Cross Level Effects of Procedural Justice Climate[J].Personnel Psychology,2010,61(1),pp.37-68.
[6]Wang R.,Jiang J.How Abusive Supervisors Influence Employees'Voice and Silence:The Effects of Interactional Justice and Organizational Attribution[J].The Journal of Social Psychology,2015,155(3),pp.204-220.
[7]李锡元,梁果,付珍.伦理型领导、组织公平和沉默行为传统性的调节作用[J].武汉大学学报(哲学社会科学版),2014,67(1):90-95.
[8]吕逸婧,苏勇.真诚型领导能否打破员工沉默?一个有调节的中介模型[J].心理科学,2015,38(5):1178-1186.
[9]Brian J.Hoffman,Sarah E.Strang,Karl W.Kuhnert,W.Keith Campbell,Colby L.Kennedy,&Alexander C.Lo Pilato.Leader Narcissism and Ethical Context:Effects on Ethical Leadership and Leader Effectiveness[J].Journal of Leadership&Organizational Studies,2013,20(1),pp.25-37.
[10]O'Boyle E.H.,Forsyth D.R.,Banks G.C.,Mc Daniel M.A..A Meta-analysis of the Dark Triad and Work Behavior:A Social Exchange Perspective[J].Journal of Applied Psychology,2012,97(3),pp.557-579.
[11]Tepper,B.Consequences of Abusive Supervision[J].Academy of Management Journal,2000,42(2),pp.178-190.
[12]Rosenthal S.A.,Pittinsky T.L.Narcissistic Leadership[J].The Leadership Quarterly,2006,17(6),pp.617-633.
[13]Martinez M.A.,Zeichner A.,Reidy D.E.,Miller J.D.Narcissism and Displaced Aggression:Effects of Positive,Negative,and Delayed Feedback[J].Personality and Individual Differences,2008,44(1),pp.140-149.
[14]Miron-Spektor E.,Efrat-Treister D.,Rafaeli A.,Schwarz-Cohen O.Others'Anger Makes People Work Harder Not Smarter:The Effect of Observing Anger and Sarcasm on Creative and Analytic Thinking[J].Journal of Applied Psychology,2011,96(5),pp.1065-1075.
[15]何友晖,彭泗清,赵志裕.世道人心:对中国人心理的探索[M].北京:北京大学出版社,2007.141-142.
[16]郑晓涛,俞明传,孙锐.LMX和合作劳动关系氛围与员工沉默倾向的倒U型关系验证[J].软科学,2017,31(9):88-92.
[17]Campbell W.K.,Brunell A.B.,Finkel E.J.Narcissism,Interpersonal Self-regulation,and Romantic Relationships:An Agency Model Approach[M].Self and Relationships:Connecting Intrapersonal and Interpersonal Processes,2006,pp.57-83.
[18]Ouimet G.Dynamics of Narcissistic Leadership in Organizations∶Towards an Integrated Research Model[J].Journal of Managerial Psychology,2010,25(7),pp.713-726.
[19]Benson M.J.,Hogan R.How Dark Side Leadership Personality Destroys Trust and Degrades Organisational Effectiveness[M].e-Organisations&People,2008,15(3),p.10.
[20]吴梦颖,彭正龙.破坏性领导对员工沉默的影响:角色困境与环境不确定性的作用分析[J].科学学与科学技术管理,2017,38(7):167-180.
[21]Horvath S.,Morf C.C.Narcissistic Defensiveness:Hypervigilance and Avoidance of Worthlessness[J].Journal of Experimental Social Psychology,2009,45(6),pp.1252-1258.
[22]Nevicka B.,Ten Velden F.S.,De Hoogh A.H.,Van Vianen A.E.Reality at Odds with Perceptions:Narcissistic Leaders and Group Performance[J].Psychological Science,2011,22(10),pp.1259-1264.
[23]Kausel E.E.,Culbertson S.S.,Leiva P.I.,Slaughter J.E.,Jackson A.T.Too Arrogant for Their Own Good?Why and When Narcissists Dismiss Advice[J].Organizational Behavior&Human Decision Processes,2015,(131),pp.33-50.
[24]吴维库,王未,刘军,吴隆增.辱虐管理、心理安全感知与员工建言[J].管理学报,2012,9(1):57-63.
[25]Chatterjee A.,Pollock T.Master of Puppets:How Narcissistic CEOs Construct Ther Professional Worlds[J].Academy of Management Review,2016,42(4),pp.703-725.
[26]Ouimet G.Dynamics of Narcissistic Leadership in Organizations[J].Journal of Managerial Psychology,2013,25(7),pp.713-726.
[27]廖书迪,刘文兴,廖建桥.自恋型领导对员工沉默行为的影响研究[J].工业工程与管理,2016,21(6):130-137.
[28]Liang J.,Farh C.I.C.,Farh J.L.Psychological Antecedents of Promotive and Prohibitive Voice:A Two-wave Examination[J].Academy of Management Journal,2012,55(1),pp.71-92.
[29]边燕杰.社会资本研究[J].学习与探索,2006,(2):39-40.
[30]Graen G.,Dansereau F.,Minami T.Dysfunctional Leadership Styles[J].Organizational Behavior and Human Performance,1972,(2),pp.216-236.
[31]Chen Y.,R.Friedman,E.Yu,W.Fanb and X.Lu.Supervisor-subordinate Guanxi:Developinb a Three-dimensional Model and Scale[J].Management&Organization Review,2009,5(3),pp.375-399.
[32]Wayne A.Hochwarter,Katina W.Thompson.Mirror,Mirror on My Boss's Wall∶Engaged Enactment's Moderating Role on the Relationship Between Perceived Narcissistic Supervision and Work Outcomes[J].Human Relations,2012,65(3),pp.335-366.
[33]Detert J.R.,Burris E.R.Leadership Behavior and Employee Voice:Is the Door Really Open?[J].Academy of Management Journal,2007,50(4),pp.869-884.
[34]Detert J.R.,Edmondson A.C.Implicit Voice Theories:Taken-for-granted Rules of Self-censorship at Work[J].Academy of Management Journal,2011,54(3),pp.461-488.
[35]李锐.辱虐式领导对员工沉默行为的作用机制[J].经济管理,2011,(10):79-86.
[36]Tangirala S.,Ramanujam R.Employee Silence on Critical Work Issues:The Cross Level Effects of Procedural Justice Climate[J].Personnel Psychology,2008,61(1),pp.37-68.
[37]周浩,龙立荣.共同方法偏差的统计检验与控制方法[J].心理科学进展,2004,12(6):942-950.
[38]Baron R.M.,Kenny D.A.The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Considerations[J].Journal of Personality and Social Psychology,1986,51(6),pp.1173-1182.
[39]温忠麟,叶宝娟.中介效应分析:方法和模型发展[J].心理科学进展,2014,22(5):731-745.
[40]Preacher K.J.,Rucker D.D.,Hayes A.F.Addressing Moderated Mediation Hypotheses∶Theory,Methods,and Prescriptions[J].Multivariate Behavioral Research,2007,42(1),pp.185-227.
[41]Aiken L.S.,West S.G.Multiple Regression:Testing and Interpreting Interactions.[J].Evaluation Practice,1994,45(1),pp.119-120.
[42]Edmondson A.C.Psychological Safety and Teaming Behavior in Work Teams[J].Administrative Science Quarterly,1999,44(2),pp.350-383.
[43]Post J.M.Current Concepts of the Narcissistic Personality∶Implications for Political Psychology[J].Political Psychology,1993,14(1),pp.99-121
[44]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),pp.706-725.
[2]段锦云,黄彩云.变革型领导对员工建言的影响机制再探:自我决定的视角[J].南开管理评论,2014,17(4):98-109.
[3]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.
[4]席猛,许勤,仲为国,赵曙明.辱虐管理对下属沉默行为的影响[J].南开管理评论,2015,18(3):132-140.
[5]Tangirala S.,Ramanujam R.Employee Silence on Critical Work Issues:The Cross Level Effects of Procedural Justice Climate[J].Personnel Psychology,2010,61(1),pp.37-68.
[6]Wang R.,Jiang J.How Abusive Supervisors Influence Employees'Voice and Silence:The Effects of Interactional Justice and Organizational Attribution[J].The Journal of Social Psychology,2015,155(3),pp.204-220.
[7]李锡元,梁果,付珍.伦理型领导、组织公平和沉默行为传统性的调节作用[J].武汉大学学报(哲学社会科学版),2014,67(1):90-95.
[8]吕逸婧,苏勇.真诚型领导能否打破员工沉默?一个有调节的中介模型[J].心理科学,2015,38(5):1178-1186.
[9]Brian J.Hoffman,Sarah E.Strang,Karl W.Kuhnert,W.Keith Campbell,Colby L.Kennedy,&Alexander C.Lo Pilato.Leader Narcissism and Ethical Context:Effects on Ethical Leadership and Leader Effectiveness[J].Journal of Leadership&Organizational Studies,2013,20(1),pp.25-37.
[10]O'Boyle E.H.,Forsyth D.R.,Banks G.C.,Mc Daniel M.A..A Meta-analysis of the Dark Triad and Work Behavior:A Social Exchange Perspective[J].Journal of Applied Psychology,2012,97(3),pp.557-579.
[11]Tepper,B.Consequences of Abusive Supervision[J].Academy of Management Journal,2000,42(2),pp.178-190.
[12]Rosenthal S.A.,Pittinsky T.L.Narcissistic Leadership[J].The Leadership Quarterly,2006,17(6),pp.617-633.
[13]Martinez M.A.,Zeichner A.,Reidy D.E.,Miller J.D.Narcissism and Displaced Aggression:Effects of Positive,Negative,and Delayed Feedback[J].Personality and Individual Differences,2008,44(1),pp.140-149.
[14]Miron-Spektor E.,Efrat-Treister D.,Rafaeli A.,Schwarz-Cohen O.Others'Anger Makes People Work Harder Not Smarter:The Effect of Observing Anger and Sarcasm on Creative and Analytic Thinking[J].Journal of Applied Psychology,2011,96(5),pp.1065-1075.
[15]何友晖,彭泗清,赵志裕.世道人心:对中国人心理的探索[M].北京:北京大学出版社,2007.141-142.
[16]郑晓涛,俞明传,孙锐.LMX和合作劳动关系氛围与员工沉默倾向的倒U型关系验证[J].软科学,2017,31(9):88-92.
[17]Campbell W.K.,Brunell A.B.,Finkel E.J.Narcissism,Interpersonal Self-regulation,and Romantic Relationships:An Agency Model Approach[M].Self and Relationships:Connecting Intrapersonal and Interpersonal Processes,2006,pp.57-83.
[18]Ouimet G.Dynamics of Narcissistic Leadership in Organizations∶Towards an Integrated Research Model[J].Journal of Managerial Psychology,2010,25(7),pp.713-726.
[19]Benson M.J.,Hogan R.How Dark Side Leadership Personality Destroys Trust and Degrades Organisational Effectiveness[M].e-Organisations&People,2008,15(3),p.10.
[20]吴梦颖,彭正龙.破坏性领导对员工沉默的影响:角色困境与环境不确定性的作用分析[J].科学学与科学技术管理,2017,38(7):167-180.
[21]Horvath S.,Morf C.C.Narcissistic Defensiveness:Hypervigilance and Avoidance of Worthlessness[J].Journal of Experimental Social Psychology,2009,45(6),pp.1252-1258.
[22]Nevicka B.,Ten Velden F.S.,De Hoogh A.H.,Van Vianen A.E.Reality at Odds with Perceptions:Narcissistic Leaders and Group Performance[J].Psychological Science,2011,22(10),pp.1259-1264.
[23]Kausel E.E.,Culbertson S.S.,Leiva P.I.,Slaughter J.E.,Jackson A.T.Too Arrogant for Their Own Good?Why and When Narcissists Dismiss Advice[J].Organizational Behavior&Human Decision Processes,2015,(131),pp.33-50.
[24]吴维库,王未,刘军,吴隆增.辱虐管理、心理安全感知与员工建言[J].管理学报,2012,9(1):57-63.
[25]Chatterjee A.,Pollock T.Master of Puppets:How Narcissistic CEOs Construct Ther Professional Worlds[J].Academy of Management Review,2016,42(4),pp.703-725.
[26]Ouimet G.Dynamics of Narcissistic Leadership in Organizations[J].Journal of Managerial Psychology,2013,25(7),pp.713-726.
[27]廖书迪,刘文兴,廖建桥.自恋型领导对员工沉默行为的影响研究[J].工业工程与管理,2016,21(6):130-137.
[28]Liang J.,Farh C.I.C.,Farh J.L.Psychological Antecedents of Promotive and Prohibitive Voice:A Two-wave Examination[J].Academy of Management Journal,2012,55(1),pp.71-92.
[29]边燕杰.社会资本研究[J].学习与探索,2006,(2):39-40.
[30]Graen G.,Dansereau F.,Minami T.Dysfunctional Leadership Styles[J].Organizational Behavior and Human Performance,1972,(2),pp.216-236.
[31]Chen Y.,R.Friedman,E.Yu,W.Fanb and X.Lu.Supervisor-subordinate Guanxi:Developinb a Three-dimensional Model and Scale[J].Management&Organization Review,2009,5(3),pp.375-399.
[32]Wayne A.Hochwarter,Katina W.Thompson.Mirror,Mirror on My Boss's Wall∶Engaged Enactment's Moderating Role on the Relationship Between Perceived Narcissistic Supervision and Work Outcomes[J].Human Relations,2012,65(3),pp.335-366.
[33]Detert J.R.,Burris E.R.Leadership Behavior and Employee Voice:Is the Door Really Open?[J].Academy of Management Journal,2007,50(4),pp.869-884.
[34]Detert J.R.,Edmondson A.C.Implicit Voice Theories:Taken-for-granted Rules of Self-censorship at Work[J].Academy of Management Journal,2011,54(3),pp.461-488.
[35]李锐.辱虐式领导对员工沉默行为的作用机制[J].经济管理,2011,(10):79-86.
[36]Tangirala S.,Ramanujam R.Employee Silence on Critical Work Issues:The Cross Level Effects of Procedural Justice Climate[J].Personnel Psychology,2008,61(1),pp.37-68.
[37]周浩,龙立荣.共同方法偏差的统计检验与控制方法[J].心理科学进展,2004,12(6):942-950.
[38]Baron R.M.,Kenny D.A.The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Considerations[J].Journal of Personality and Social Psychology,1986,51(6),pp.1173-1182.
[39]温忠麟,叶宝娟.中介效应分析:方法和模型发展[J].心理科学进展,2014,22(5):731-745.
[40]Preacher K.J.,Rucker D.D.,Hayes A.F.Addressing Moderated Mediation Hypotheses∶Theory,Methods,and Prescriptions[J].Multivariate Behavioral Research,2007,42(1),pp.185-227.
[41]Aiken L.S.,West S.G.Multiple Regression:Testing and Interpreting Interactions.[J].Evaluation Practice,1994,45(1),pp.119-120.
[42]Edmondson A.C.Psychological Safety and Teaming Behavior in Work Teams[J].Administrative Science Quarterly,1999,44(2),pp.350-383.
[43]Post J.M.Current Concepts of the Narcissistic Personality∶Implications for Political Psychology[J].Political Psychology,1993,14(1),pp.99-121
[44]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),pp.706-725.