基于社会劝说理论的中国HR有效建言行为开发研究  

Research on Chinese HR Effective Voice Behavior Development Based on the Theory of Social Persuasion

作　　者：陈芳丽[1] 郑文智[1] 

机构地区：[1]华侨大学工商管理学院,福建泉州362021

出　　处：《科技与经济》2015年第2期106-110,共5页Science & Technology and Economy

基　　金：国家社会科学基金项目--"海峡两岸民营企业劳动关系民主化管理对比研究"(项目编号:12CGL072;项目负责人:郑文智)成果之一

摘　　要：员工向上建言实质上是通过劝说使得管理者改变原先态度的一种做法。HR在工作中经常需要和不同的管理者交换意见,争取各部门的配合与支持,社会劝说理论影响态度改变的四个变量可以提高中国HR建言行为的有效性,提高HR在公司建言的话语权。从信息来源因素(HR建言者)看,应从专业性、可靠性两个方面提升HR的影响力;从信息因素(建言内容)看,要根据信息的完善性、两面性来增强信息传递的冲击力;从接收者(管理者)变量看,要经营好与管理者的关系、提高事件卷入度来降低管理者的心理抵抗力;从中国本土情境因素(建言情境)看,应该注意儒家思想的中庸思维和高权力距离的影响。Employees up voice is essentially a way allowing managers to change their original attitude by persuading. HR often needs to exchange views with different managers at work, striving to cooperate with and support for each department. The four variables of social persuasion theory which influence attitude change can improve the effectiveness of China HR voice behavior and improve the HR voice discourse power in the company. From the source factors （ HR voicer） , enhance the influence of HR from two aspects of pro-fession and reliability;from the message factors （ voice content） , enhance the impact of the information transmission according to the integrity and duality of information;from the receiver （ managers） variables, HR must improve the relationship with managers and en-hance managers＇ event involvement to reduce the their psychological resistance;from the Chinese traditional context factors （ voice situ-ation） attention shall be paid to the impact of Confucianism moderation thinking and high power distance.

关 键 词：社会劝说理论 建言行为 建言有效性 

分 类 号：F272.92[经济管理—企业管理]