组织中员工的面子观结构探索及其对建言和沉默行为的影响
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摘要
早在上世纪80年代，“心理学研究的中国化”就在学者的自觉下进行，其中具有中国特色的“面子”是研究的重点。为了探索组织中员工的面子观结构，我们在综述国内外面子研究的基础上，结合开放式问卷和后续访谈，探索出员工面子观的三因子结构，并得到验证。员工的建言和沉默行为是组织行为学领域的新兴课题，对组织影响深远。利用开发的面子观量表，我们考察了不同的面子观对建言和沉默行为的影响。
具体而言，本研究分为两个子研究。研究一先是通过对26名目标群体的开放式问卷以及后续访谈，归纳整理员工的面子行为关键事件，编制出包含24个项目的初始问卷，项目分析删掉2个项目后，通过对201个样本的探索性因子分析及对另外206个样本的验证性因子分析，探索并验证了员工面子观的结构及其量表。员工面子观量表共包括“想要获得面子”（3个项目）、“维护自己的面子”（5个项目）、“维护他人的面子”（7个项目）三个分量表。
研究二利用研究一开发的面子观量表，通过对363份“员工—同事”配对样本的问卷研究，进一步探讨了各种面子观对建言和沉默行为的影响，以及基于组织的自尊在维护自己的面子和沉默行为关系间的调节作用。通过层次回归以及调节效应检验，结果发现：（1）想要获得面子对员工的促进性建言具有显著的正向影响；（2）维护他人的面子对员工的促进性建言具有显著的正向影响；（3）维护自己的面子对员工的沉默行为具有显著的正向影响；（4）基于组织的自尊在维护自己的面子和沉默行为间起正向调节作用，即在基于组织的自尊较高的条件下，维护自己的面子和沉默行为间的关系更显著。
文章结合相关理论对研究结果进行了分析和讨论，解释了上述现象发生的原因，指出了研究存在的不足以及未来的研究方向。
In the early1980s,“the sinicization of psychological research” conduct under theconsciousness of scholars, Chinese characteristics of "face" is the key point of thesesresearches. In order to explore the structure of the face concept of the employees inorganization, we reviewed the related researches of scholars at home and abroad about faceat first, and then based on the perspective of interpersonal interaction, we defined themeaning of face concept. Combined open questionnaires and follow-up interviews, weexplored a three factors structure model and verified it. Employees’ voice and silencebehaviors are emerging issues in the field of organizational behavior, which havefar-reaching influence on organization. Take advantage of the developed scale of faceconcept, We further investigated different face concept’s effect on voice and silencebehaviors.
Specifically, this study contains two studies. In the first study, we investigated26employees from the target group by open questionnaires and follow-up interviews,concluded employees face behavior critical events, and24items were collected. Then aquestionnaire was made up of based on this24items. After the data survey,2items weredeleted by item analysys procedure. Then, exploratory factor analysis (EFA) wasconducted with201samples, the results showed that face concept were three dimensionsconstruct. The results of confirmatory factor analysis (CFA) with the other206samplesfuther supported this construct. The face concept scale include “desire to gain face”(3items),“protect ones own face”(5items), and “protect others face”(7items) threesubscales.
In the second study we used three subscales of the face concept studied its effect onvoice and silence behaviors, and explored organization-based self-esteem’ moderator effecton protect his own face and silence behaviors. Based on363employee-colleague matchedsamples, by hierarchical regression and moderator effect test, the results indicated that,(1) “desire to gain face” has significant positive influence on employees’ promotive voicebehavior;(2)“protect others face” has significant positive influence on employees’promotive voice behavior;(3)“protect ones own face” has significant positive influenceon employees’ silence behavior;(4) organization-based self-esteem has an moderator effecton “protect ones own face” and silence behavior, that is under the condition of higherorganization based self-esteem, the relationship between “protect ones own face” andsilence behavior is more significant.
Combined with relevant theories we discussed the results of this research, explainedthe causes of these phenomenon, limitations and future orientations of the study werediscussed as well.
具体而言，本研究分为两个子研究。研究一先是通过对26名目标群体的开放式问卷以及后续访谈，归纳整理员工的面子行为关键事件，编制出包含24个项目的初始问卷，项目分析删掉2个项目后，通过对201个样本的探索性因子分析及对另外206个样本的验证性因子分析，探索并验证了员工面子观的结构及其量表。员工面子观量表共包括“想要获得面子”（3个项目）、“维护自己的面子”（5个项目）、“维护他人的面子”（7个项目）三个分量表。
研究二利用研究一开发的面子观量表，通过对363份“员工—同事”配对样本的问卷研究，进一步探讨了各种面子观对建言和沉默行为的影响，以及基于组织的自尊在维护自己的面子和沉默行为关系间的调节作用。通过层次回归以及调节效应检验，结果发现：（1）想要获得面子对员工的促进性建言具有显著的正向影响；（2）维护他人的面子对员工的促进性建言具有显著的正向影响；（3）维护自己的面子对员工的沉默行为具有显著的正向影响；（4）基于组织的自尊在维护自己的面子和沉默行为间起正向调节作用，即在基于组织的自尊较高的条件下，维护自己的面子和沉默行为间的关系更显著。
文章结合相关理论对研究结果进行了分析和讨论，解释了上述现象发生的原因，指出了研究存在的不足以及未来的研究方向。
In the early1980s,“the sinicization of psychological research” conduct under theconsciousness of scholars, Chinese characteristics of "face" is the key point of thesesresearches. In order to explore the structure of the face concept of the employees inorganization, we reviewed the related researches of scholars at home and abroad about faceat first, and then based on the perspective of interpersonal interaction, we defined themeaning of face concept. Combined open questionnaires and follow-up interviews, weexplored a three factors structure model and verified it. Employees’ voice and silencebehaviors are emerging issues in the field of organizational behavior, which havefar-reaching influence on organization. Take advantage of the developed scale of faceconcept, We further investigated different face concept’s effect on voice and silencebehaviors.
Specifically, this study contains two studies. In the first study, we investigated26employees from the target group by open questionnaires and follow-up interviews,concluded employees face behavior critical events, and24items were collected. Then aquestionnaire was made up of based on this24items. After the data survey,2items weredeleted by item analysys procedure. Then, exploratory factor analysis (EFA) wasconducted with201samples, the results showed that face concept were three dimensionsconstruct. The results of confirmatory factor analysis (CFA) with the other206samplesfuther supported this construct. The face concept scale include “desire to gain face”(3items),“protect ones own face”(5items), and “protect others face”(7items) threesubscales.
In the second study we used three subscales of the face concept studied its effect onvoice and silence behaviors, and explored organization-based self-esteem’ moderator effecton protect his own face and silence behaviors. Based on363employee-colleague matchedsamples, by hierarchical regression and moderator effect test, the results indicated that,(1) “desire to gain face” has significant positive influence on employees’ promotive voicebehavior;(2)“protect others face” has significant positive influence on employees’promotive voice behavior;(3)“protect ones own face” has significant positive influenceon employees’ silence behavior;(4) organization-based self-esteem has an moderator effecton “protect ones own face” and silence behavior, that is under the condition of higherorganization based self-esteem, the relationship between “protect ones own face” andsilence behavior is more significant.
Combined with relevant theories we discussed the results of this research, explainedthe causes of these phenomenon, limitations and future orientations of the study werediscussed as well.
引文
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