个人-组织匹配视角下的变革型领导与员工建言行为研究  

Mechanism Analysis of the Relationship between Transformational leadership and voice Behavior:Based on Person- Organization Fit Perspective

作　　者：储小平[1] 钟雨文[1] 

机构地区：[1]中山大学岭南学院

出　　处：《南方经济》2015年第4期61-75,共15页South China Journal of Economics

基　　金：国家自然科学基金项目"中国家族企业职业经理的双重代表性及其影响"(71372144);国家自然科学基金项目"基于社会比较理论的多层面差异化交换及其对职业经理多重偏差行为的影响过程与治理机制研究"(编号:71102102)的资助;中央高校基本科研业务费专项资金资助"多层次导向的变革型领导对中国家族企业微观创新及绩效的影响机制研究"(12wkpy17)

摘　　要：现有研究多从员工建言可能带来的风险出发探讨影响建言的心理安全机制,对员工价值观认知的作用缺乏深入探讨。本研究采用个人-组织匹配的视角,对广东4家企业67个领导及其213名下属的配对样本进行了实证研究,发现:变革型领导对促进性建言、抑制性建言均存在显著的正向影响,个人-组织匹配具有部分中介作用,领导的组织代表性具有显著的正向调节作用。研究结果表明个人-组织匹配认知会影响内隐于员工潜意识中的价值观认知,并进而影响员工的建言行为。Much of the existing research of voice have explored the psychological safety mechanism that voice may bring, lack of depth perception on the cognitive of employees＇ value. This research adopts the person - organization fit perspective. Through the empirical analysis of 213 staffs and leader paired samples in 67 teams for 4 companies in Guangdong, found that： the transformational leadership has the positive effects both for promotive and prohibitive voice behavior. Person - organization fit acts as partial mediating function. Supervisor＇ s organizational embodiment has a significant positive moderate effect. The results show that the cognitive of person - organization fit will affect the implicit value in their subconscious cognitive point of view, and then influence the employee voice behavior.

关 键 词：变革型领导 个人-组织匹配 领导组织代表性 建言行为 

分 类 号：C93[经济管理—管理学]