能者多言:员工建言的一个权变模型  

How Capable Employees Make Voice in Organization? A Contingency Model

作　　者：周建涛[1] 廖建桥[1] 

机构地区：[1]华中科技大学管理学院

出　　处：《管理学报》2013年第5期685-692,共8页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(70972016)

摘　　要：采用问卷调查方式收集了67名领导与其357名下属的配对样本,从员工能力展现的视角探讨了教育水平、管理开放性认知和建设性变革责任感3个变量对员工建言的直接效应和交互效应。研究结果表明,教育水平、管理开放性认知和建设性变革责任感都对员工建言存在显著的预测效应。另外,教育水平和管理开放性认知、教育水平和建设性变革责任感也都对员工建言存在显著的交互效应影响,当管理开放性认知更高或建设性变革责任感更高时,教育水平与员工建言间的关系也显得更强。研究结论有助于从能力视角来理解员工建言的影响因素以及影响的边界条件,具有相当的理论和现实意义。Based on competence activation theory, the present study examines how three anteced- ents （employee education level, perceived managerial openness, and felt responsibility for constructive change） collectively and interactively predict supervisory reports of employee voice behavior. In a sur- vey-based study of 357 employees nested within 67 workgroups, our results show that three anteced- ents （employee education level, perceived managerial openness, and felt responsibility for constructive change） all have significant effect on employee voice. We also find that perceived managerial openness and felt responsibility for constructive change respectively moderated the relationships between em- ployee education level and employee voice, both perceived managerial openness and felt responsibility for constructive change can strengthen the positive effect of education level on employee voice. Impli- cations for research and practice are discussed.

关 键 词：教育水平 管理开放性认知 建设性变革责任感 员工建言 能力展现理论 

分 类 号：C93[经济管理—管理学]