变革型领导对员工建言的影响机制再探：自我决定的视角  

The Mechanism of Individual-focused Transformational Leadership on Employee Voice Behavior: A Self-determination Perspective

作　　者：段锦云[1] 黄彩云[1] 

机构地区：[1]苏州大学

出　　处：《南开管理评论》2014年第4期98-109,共12页Nankai Business Review

基　　金：国家自然科学基金(70902056、71372180)资助

摘　　要：以自我决定理论为基础,研究了中国背景下变革型领导对员工建言的影响及其作用机制和边界条件。通过对苏南和部分上海企业的329名员工及其直接上级的配对成组取样,采用分层回归等数据处理方法。研究结果显示,变革型领导显著正向影响员工建言,且该关系部分地通过内部动机为中介发生;此外,变革型领导与内部动机之间的关系受到权力距离倾向的负向调节,内部动机与员工建言的关系受到自主导向的正向调节。文章还对研究结果的意义和未来的研究方向进行了讨论。Nowadays, a company＇s success depends on employees＇ initiative and creativity. Thus, in academia the study of employee voice behavior has attracted more attention. Employee voice behavior is a form of constructive, change-oriented communication intended to improve the organization. Owing to the influence of Chinese culture and thinking style of Chinese people, although there are outstanding research outcomes in foreign countries, it is still hard to put these conclusions into practice in Chinese background. This study is being conducted in Chinese companies to explore the mechanism of Chinese employee voice behavior, which has significant theoretical implications for voice behavior research, and are practically beneficial for the management in organizations. Based on the self-determination theory, the study is conducted to explore the relationship between individual-focused transformational leadership （TFL） and voice behavior, as well as the inner mechanism which are mediated by intrinsic motivation. In addition, the moderating effect of power distance orientation and autonomy orientation are also investigated. The samples were taken from 329 employees and their immediate supervisors from some companies in the southern area of Jiangsu province and Shanghai city. To test the hypotheses, the statistical methods of descriptive statistics, confirmatory factor analysis, regression analysis and simple s!ope analysis etc. were used.The results, which were based on the matched sample, showed that, when individual-focused TFL was high, the probability of employee voice behavior was increased, and this relationship was partially mediated by intrinsic motivation. Power distance orientation acted as a mediated moderator which moderated the relationship between the individual-focused TFL and the voice behavior. Moreover, power distance orientation negatively moderated the relationship between the individual-focused TFL and the intrinsic motivation. In other words, the main effect would be stronger when the moderator w

关 键 词：变革型领导 员工建言 内部动机 权力距离倾向 自主导向 

分 类 号：C936[经济管理—管理学]