传统文化观和员工沉默关系的实证研究  

An Empirical Study on the Relationship between Traditional Cultural Values and Employee Silence

作　　者：樊耘[1,2,3] 张克勤[1,2,3] 于维娜[1,2,3] 

机构地区：[1]西安交通大学管理学院,陕西西安710049 [2]西安交通大学过程控制与效率工程教育部重点实验室,陕西西安710049 [3]西安交通大学管理教学中心国家级实验教学示范中心,陕西西安710049

出　　处：《华东经济管理》2015年第2期136-142,共7页East China Economic Management

基　　金：国家社会科学基金项目(10BGL002);国家自然科学基金项目(70672052);教育部博士点博导基金资助项目(20130201110020)

摘　　要：已有研究仅从理论上概括性地分析传统文化观和员工沉默之间的关系,鲜有研究采用数据证实两者关系,更少有研究关注两者之间关系的方向和强度。文章基于341份员工样本的层次回归分析表明:并不是所有传统文化观都对员工沉默有正向影响,仅情面意识和权力距离倾向对员工沉默有正向影响,而集体主义倾向、儒家文化观则对员工沉默有负向影响;同一传统文化观对员工沉默各个维度的影响也不同,权力距离倾向对漠视沉默的正向影响显著大于对防御沉默的正向影响,情面意识对防御沉默的正向影响显著大于对漠视沉默和默许沉默的正向影响。The existing researches generally analyze, in theory, the relationship between traditional cultural values and em- ployee silence. Few studies have provided the empirical support for the relationship with the data. Besides, fewer studies have focused on the intensity and direction of the relationship between them. A sample of 341 employees is surveyed and the data is analyzed by the hierarchical regression analysis. The findings show that not all of the traditional values have a positive impact on employee silence. Power distance orientation and relationship orientation have a positive impact on employee si- lent：e, whereas collectivism orientation and confucian cuhural values have a negative effect on employee silence. The same di- mension of traditional cuhural values has different effects on each dimension of employee silence. The positive impact of power distance orientation on disregardful silence is significantly greater than that on defensive silence. The positive impact of rela- tionship orientation on defensive silence is remarkably bigger than that on disregardful silence or acquiescent silence.

关 键 词：传统文化观 漠视沉默 防御沉默 默许沉默 

分 类 号：F272.9[经济管理—企业管理]