员工为什么不建言:基于中国文化视角的解析  

Why Do Not Employees Voice: A Chinese Culture Perspective

作　　者：陈文平[1] 段锦云[1] 田晓明[1] 

机构地区：[1]苏州大学心理学系,教育部人文社科重点研究基地-苏州大学中国特色城镇化研究中心,苏州215123

出　　处：《心理科学进展》2013年第5期905-913,共9页Advances in Psychological Science

基　　金：国家自然科学基金项目(70902056;71073108);教育部人文社科规划项目(09YJCZH087);江苏省青蓝工程"优秀青年骨干教师"项目

摘　　要：在中国背景下,员工常常对问题视而不见或不敢表达。立足于中国文化视角,对这种状况分析得出,中庸思维不利于自我冒进式建言;较高的面子意识和人情观念,促使员工更多关注自身和被建言者的面子保全,往往选择保留自己的观点;集体主义关注组织和谐的特征不利于组织中建言行为的发生;权力距离抑制建言行为的表达;长期观念可能也会抑制建言行为的表达。未来研究应进一步明确具体文化因素对建言行为的影响及其发生机制。In the Chinese cultural context, employees often turn a blind eye to organizational problems. Based on the perspective of the Chinese culture, we analyzed this situation and concluded that： Zhongyong thinking style is negatively related to self-centered voice; Face consciousness and favor perception, which can make employees pay more attention to their own and others face maintenance, often render employees keeping silent. In addition, collectivism characteristic, which relates to organization harmonious, is not conducive to the occurrence of voice behavior; Power distance inhibits the expression of voice; Long-term concepts may also suppress employee voice. Future studies should further clarify the impact of specific cultural factors on voice behavior and its mechanisms in Chinese context.

关 键 词：建言行为 中庸 关系 面子和人情 权力距离 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]