基于认知-情感整合视角的包容型领导与建言行为关系研究
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摘要
基于认知-情感个性系统理论,采用追踪配对问卷调查方法收集来自华南地区企业团队管理者及其下属的数据并进行了跨层次分析,检验了包容型领导行为对建言行为的影响以及员工内部人身份认知与情感承诺的中介作用。研究结果表明,包容型领导行为显著正向影响建言行为、情感承诺和内部人身份认知;情感承诺和内部人身份认知分别对建言行为存在显著正向影响;内部人身份认知与情感承诺分别在包容型领导和建言行为的关系中起着中介作用。
As the internal and external competitive environment of organizations is changing constantly,how to effectively stimulate employees' s voice behavior has become a key issue for both theorists and practitioners.Based on cognitive-affective personality system theory,this study examined the positive effect of inclusive leadership on employee's voice behavior and the mediating role of perceived insider status and affective commitment.For testing the hypothesis,we collected data of 56 leaders and 306 employees from South China with a multi-source and follow-up method.Because of the different levels of inclusive leadership and other variables,this study used cross-level analysis to test the hypotheses.The statistical results show that:inclusive leadership has positive effect on employee's voice behavior,perceived insider status and affective commitment respectively;both perceived insider status and affective commitment have positive effect on employee's voice behavior;both perceived insider status and affective commitment act as mediators between the relationship of inclusive leadership and employee's voice behavior.
As the internal and external competitive environment of organizations is changing constantly,how to effectively stimulate employees' s voice behavior has become a key issue for both theorists and practitioners.Based on cognitive-affective personality system theory,this study examined the positive effect of inclusive leadership on employee's voice behavior and the mediating role of perceived insider status and affective commitment.For testing the hypothesis,we collected data of 56 leaders and 306 employees from South China with a multi-source and follow-up method.Because of the different levels of inclusive leadership and other variables,this study used cross-level analysis to test the hypotheses.The statistical results show that:inclusive leadership has positive effect on employee's voice behavior,perceived insider status and affective commitment respectively;both perceived insider status and affective commitment have positive effect on employee's voice behavior;both perceived insider status and affective commitment act as mediators between the relationship of inclusive leadership and employee's voice behavior.
引文
[1]雍少宏,朱丽娅.益组织行为与损组织行为:中国特征的角色外行为模型及其经验实证[J].管理学报,2013,10(1):12-21.
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[3]DYNE L V,CUMMINGS L L,PARKS M L.Extra-Role Behaviors:In Pursuit of Construct and Definitional Clarity[J].Research in Organizational Behavior,1995,17(2):215-285.
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[5]朱瑜,钱姝婷.包容型领导研究前沿探析与未来展望[J].外国经济与管理,2014,36(2):55-64.
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[7]刘冰,齐蕾,徐璐.包容型领导对员工反馈寻求行为的跨层次影响研究[J].管理学报,2017,14(5):677-685.
[8]刘泱,朱伟,赵曙明.包容型领导风格对雇佣关系氛围和员工主动行为的影响研究[J].管理学报,2016,13(10):1 482-1 489.
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[15]吴隆增,曹昆鹏,陈苑仪,等.变革型领导行为对员工建言行为的影响研究[J].管理学报,2011,8(1):61-66.
[16]朱玥,王晓辰.服务型领导对员工建言行为的影响:领导-成员交换和学习目标取向的作用[J].心理科学,2015,38(2):426-432.
[17]EDMONDSON A C.Speaking Up in the Operating Room:How Team Leaders Promote Learning in Interdisciplinary Action Teams[J].Journal of Management Studies,2003,40(6):1 419-1 452.
[18]STAMPER C L,MASTERSON S S.Insider or Outsider?How Employee Perceptions of Insider Status Affect Their Work Behavior[J].Journal of Organizational Behavior,2002,23(8):875-894.
[19]HUI C,LEE C,WANG H.Organizational Inducements and Employee Citizenship Behavior:The Mediating Role of Perceived Insider Status and the Moderating Role of Collectivism[J].Human Resource Management,2014,54(3):439-456.
[20]ZHAO H,KESSEL M,KRATZER J.SupervisorSubordinate Relationship,Differentiation,and Employee Creativity:A Self-Categorization Perspective[J].Journal of Creative Behavior,2014,48(3):165-184.
[21]KNAPP J R,SMITH B R,SPRINKLE T A.Clarifying the Relational Ties of Organizational Belonging[J].Journal of Leadership and Organizational Studies,2014,21(3):273-285.
[22]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1 371-1 382.
[23]段锦云,钟建安.工作满意感与建言行为的关系探索:组织承诺的缓冲影响[J].管理工程学报,2012,26(1):170-174.
[24]TANG N,JIANG Y,CHEN C,et al.Inclusion and Inclusion Management in the Chinese Context:An Exploratory Study[J].International Journal of Human Resource Management,2015,26(6):856-874.
[25]ALLEN N J,MEYER J P.The Measurement and Antecedents of Affective,Continuance and Normative Commitment to the Organization[J].Journal of Occupational and Organizational Psychology,1990,63(1):1-18.
[26]LAVELLE J J.What Motivates OCB?Insights from the Volunteerism Literature[J].Journal of Organizational Behavior,2010,31(6):918-923.
[27]戚玉觉,杨东涛.组织支持感、组织承诺与员工建言行为:与上司关系的调节作用[J].财经理论与实践,2016,37(4):99-104.
[28]苗青.人力资源管理研究与实践:前沿量表手册[M].杭州:浙江大学出版社,2015.
[29]PREACHER K J,ZYPHUR M J,ZHANG Z.A General Multilevel SEM Framework for Assessing Multilevel mediation[J].Psychological Methods,2010,15(3):209-233.
[30]唐宁玉,张凯丽.包容型领导研究述评与展望[J].管理学报,2015,12(6):932-938.
[31]MEYER A D,TSUI A S,HININGS C R.Configurational Approaches to Organizational Analysis[J].Academy of Management Journal,1993,36(6):1 175-1 195.
[2]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.
[3]DYNE L V,CUMMINGS L L,PARKS M L.Extra-Role Behaviors:In Pursuit of Construct and Definitional Clarity[J].Research in Organizational Behavior,1995,17(2):215-285.
[4]MORRISON E W.Employee Voice Behavior:Integration and Directions for Future Research[J].Academy of Management Annals,2011,5(1):373-412.
[5]朱瑜,钱姝婷.包容型领导研究前沿探析与未来展望[J].外国经济与管理,2014,36(2):55-64.
[6]CARMELI A,REITERPALMON R,ZIV E.Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace:The Mediating Role of Psychological Safety[J].Creativity Research Journal,2010,22(3):250-260.
[7]刘冰,齐蕾,徐璐.包容型领导对员工反馈寻求行为的跨层次影响研究[J].管理学报,2017,14(5):677-685.
[8]刘泱,朱伟,赵曙明.包容型领导风格对雇佣关系氛围和员工主动行为的影响研究[J].管理学报,2016,13(10):1 482-1 489.
[9]MISCHEL W,SHODA Y.A Cognitive-Affective System Theory of Personality:Reconceptualizing Situations,Dispositions,Dynamics,and Invariance in Personality Structure[J].Psychological Review,1995,102(2):246-268.
[10]NEMBHARD I M,EDMONDSON A C.Making It Safe:The Effects of Leader Inclusiveness and Professional Status on Psychological Safety and Improvement Efforts in Health Care Teams[J].Journal of Organizational Behavior,2006,27(7):941-966.
[11]姚明晖,李元旭.包容型领导对员工创新行为作用机制研究[J].科技进步与对策,2014,31(10):6-9.
[12]SHORE L M,RANDEL A E,CHUNG B G,et al.Inclusion and Diversity in Work Groups:A Review and Model for Future Research[J].Journal of Management,2010,37(4):1 262-1 289.
[13]DYNE L V,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.
[14]段锦云,张倩.建言行为的认知影响因素、理论基础及发生机制[J].心理科学进展,2012,20(1):115-126.
[15]吴隆增,曹昆鹏,陈苑仪,等.变革型领导行为对员工建言行为的影响研究[J].管理学报,2011,8(1):61-66.
[16]朱玥,王晓辰.服务型领导对员工建言行为的影响:领导-成员交换和学习目标取向的作用[J].心理科学,2015,38(2):426-432.
[17]EDMONDSON A C.Speaking Up in the Operating Room:How Team Leaders Promote Learning in Interdisciplinary Action Teams[J].Journal of Management Studies,2003,40(6):1 419-1 452.
[18]STAMPER C L,MASTERSON S S.Insider or Outsider?How Employee Perceptions of Insider Status Affect Their Work Behavior[J].Journal of Organizational Behavior,2002,23(8):875-894.
[19]HUI C,LEE C,WANG H.Organizational Inducements and Employee Citizenship Behavior:The Mediating Role of Perceived Insider Status and the Moderating Role of Collectivism[J].Human Resource Management,2014,54(3):439-456.
[20]ZHAO H,KESSEL M,KRATZER J.SupervisorSubordinate Relationship,Differentiation,and Employee Creativity:A Self-Categorization Perspective[J].Journal of Creative Behavior,2014,48(3):165-184.
[21]KNAPP J R,SMITH B R,SPRINKLE T A.Clarifying the Relational Ties of Organizational Belonging[J].Journal of Leadership and Organizational Studies,2014,21(3):273-285.
[22]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1 371-1 382.
[23]段锦云,钟建安.工作满意感与建言行为的关系探索:组织承诺的缓冲影响[J].管理工程学报,2012,26(1):170-174.
[24]TANG N,JIANG Y,CHEN C,et al.Inclusion and Inclusion Management in the Chinese Context:An Exploratory Study[J].International Journal of Human Resource Management,2015,26(6):856-874.
[25]ALLEN N J,MEYER J P.The Measurement and Antecedents of Affective,Continuance and Normative Commitment to the Organization[J].Journal of Occupational and Organizational Psychology,1990,63(1):1-18.
[26]LAVELLE J J.What Motivates OCB?Insights from the Volunteerism Literature[J].Journal of Organizational Behavior,2010,31(6):918-923.
[27]戚玉觉,杨东涛.组织支持感、组织承诺与员工建言行为:与上司关系的调节作用[J].财经理论与实践,2016,37(4):99-104.
[28]苗青.人力资源管理研究与实践:前沿量表手册[M].杭州:浙江大学出版社,2015.
[29]PREACHER K J,ZYPHUR M J,ZHANG Z.A General Multilevel SEM Framework for Assessing Multilevel mediation[J].Psychological Methods,2010,15(3):209-233.
[30]唐宁玉,张凯丽.包容型领导研究述评与展望[J].管理学报,2015,12(6):932-938.
[31]MEYER A D,TSUI A S,HININGS C R.Configurational Approaches to Organizational Analysis[J].Academy of Management Journal,1993,36(6):1 175-1 195.