高承诺工作系统对员工建言行为的影响机制研究:雇用关系氛围和CEO威权领导的作用  

The Influence Mechanism of High-commitment Work Systems on Employee Voice Behavior:The Roles of Employment Relationship Climate and CEO Authoritarian Leadership

作　　者：张敏 周泽宇 赵曙明[2] 钱佳蓉 ZHANC Min;ZHOU Zeyu;ZHAO Shuming;QIAN Jiarong(Business School of Nantong University,Nantong 226019;Nanjing University Business School,Nanjing 210008)

机构地区：[1]南通大学商学院,南通226019 [2]南京大学商学院,南京210008

出　　处：《人力资源管理评论》2023年第2期34-48,共15页Human Resource Management Review

基　　金：国家自然科学基金青年项目“团队内竞合关系对团队创新的双刃剑效应研究:基于社会分类—信息加工理论”(72202109);国家自然科学基金面上项目“团队成长心态对团队创新的影响效应研究:基于注意力‘配置’和‘构型’的视角”(72272078);国家自然科学基金重点项目“基于创新导向的中国企业人力资源管理模式研究”(71832007)

摘　　要：近年来,如何有效激发员工的建言行为越发受到学者们的关注。本文通过构建一个跨层次被调节的中介模型,探讨了高承诺工作系统影响员工建言行为的中介机制和边界条件。本文采用多来源的方式收集了136家企业的CEO、HR和员工的配对数据,分析结果表明,高承诺工作系统会通过雇用关系氛围的中介作用,对员工建言行为产生间接的积极影响;同时,该间接效应受到CEO威权领导的影响,当CEO威权领导水平越低时,高承诺工作系统通过雇用关系氛围影响员工建言行为的间接作用越强。研究结果对组织促进员工建言行为的管理实践有一定的借鉴意义。In recent years,scholars have paid increasing attention to how to effectively stimulating employees voice behaviors.Drawing on previous research,this paper constructs a cross-level moderated mediation model to explore the mediattion mechanism and boundary conditions of the high-commitment work systerms influencing employee voice behavior.We collected data from 136 CEO,136 HR managers and 978 employees in a multi-source approach,and tested the research model through matched data.The results show that the indirect relationship between high-commitment work systems and employee voice behavior through the employment relationship climate was moderated by CEO authoritarian leadership,such that the indirect relationship is stronger when the level of CEO authoritarian leadership is low,rather than high.The research results have significance for the management practice of organizations to promote employee voice behavior.

关 键 词：高承诺工作系统 雇用关系氛围 员工建言行为 CEO威权领导 

分 类 号：F272.92[经济管理—企业管理]