工作满意或不满意促进建言?——代际差异与PIED的调节效应  

Job Satisfaction or Dissatisfaction Promote Voice?——Intergenerational Differences and Moderating Effect of PIED

作　　者：阎亮[1] 马贵梅 Yah Liang;Ma Guimei(School of Management,Xi'an Polytechnic University,Xi'an 710048;School of Management,Xi'an Polytechnic University,Xi'an 710048)

机构地区：[1]陕西师范大学国际商学院,西安710029 [2]西安工程大学管理学院,西安710048

出　　处：《管理评论》2018年第11期176-185,共10页Management Review

基　　金：教育部人文社会科学研究青年基金项目(15YJC630153;16YJC630084);中国博士后科学基金面上项目(2015M570811);陕西省博士后科研项目(2016BSHEDZZ57)

摘　　要：基于以往工作满意度与建言关系相互矛盾的观点,本研究更为细致地讨论工作满意度与促进性建言与抑制性建言之间的关系,并讨论关系在代际间的差异以及感知的组织对员工发展投入(PIED)所起到的调节作用。以432名组织员工为样本,实证研究结果显示工作满意度与促进性建言在新生代员工与非新生代员工中均呈线性关系;工作满意度与抑制性建言在新生代员工中呈U型关系,在非新生代员工中呈线性关系;PIED在新生代员工中正向调节工作满意度与促进性建言的线性关系,负向调节工作满意度与抑制性建言的U型关系。文章对研究结果进行了讨论并展望了未来研究。Based on the existing contradictory research conclusions about the relationship between job satisfaction and voice,this study discusses the relationship between job satisfaction,promotive and prohibitive voice,and discusses the generational difference of the relationships and moderating effect of perceived investment in employee development (PIED).Based on the sample of 432employees,the empirical results show that the relationship between job satisfaction and promotive voice is linear without generational difference;moreover,the relationship between job satisfaction and prohibitive voice is U-shaped in new generation group,and is linear in compared group;PIED positively moderates the positive relationship between job satisfaction and promotive voice and negatively moderates the Ushaped relationship between job satisfaction and prohibitive voice in new generation employees.The results of the study are discussed and potential direction for further research is proposed.

关 键 词：工作满意度 促进性建言 抑制性建言 代际差异 感知的组织对员工发展投入 

分 类 号：F272.92[经济管理—企业管理]