真诚型领导能否打破员工沉默?一个有调节的中介模型  

Can Authentic Leadership Break Employee Silence? A Moderated Mediation Model

作　　者：吕逸婧[1] 苏勇[1] 

机构地区：[1]复旦大学管理学院,上海200433

出　　处：《心理科学》2015年第5期1178-1186,共9页Journal of Psychological Science

基　　金：国家社会科学基金重大项目"推动文化产业成为国民经济支柱性产业的战略层面及支撑体系研究"(12&ZD024);上海生产力学会青年学者基金"伦理型领导对员工主管忠诚影响的理论;路径与实践"(2014SHSCL001);江苏省高校哲学社会科学研究基金项目"创新驱动背景下人力资源管理模式选择及影响企业创新能力的机制研究"(2014SJB077)的资助

摘　　要：本文以进化心理学理论和个体-情景交互理论为基础,并以河南省一家国营企业的222名员工为样本,检验了真诚型领导行为抑制员工沉默行为的影响模型。研究结果表明:真诚型领导行为对员工沉默行为具有显著的负向影响;员工的心理安全感在真诚型领导行为和员工沉默行为之间起着中介作用;员工的外向性和责任感越高,心理安全感与员工沉默行为之间的负向联系的就越强,同时心理安全感的中介效应也越强。本文最后探讨了研究的理论和实践意义以及未来的研究方向。。As a guideline deeply rooted in Chinese employees, silence exists in almost all the organizations in Chinese context. However, there is little research examining the relationship between leadership and employee silence. Based on evolutionary psychological theory and person-context interaction theory, this research built a theoretical model containing authentic leadership, psychological safety, extraversion, conscientiousness, and employee silence. According to evolutionary psychological perspective, the specific psychological mechanisms that people react in different situations are derived from the evolutionary process. The mechanisms that help human survive and evolve are preserved by natural selection. When people are faced with insecurity and threats, the defense mechanism is automatically triggered, managing to escape or avoid this threatened situation; on the other hand, when people encounter comfortable situations, the psychological safety will emerge instead. Based on this theoretical argument, we contend that psychology safety serves as the mediating mechanism between authentic leadership and employees＇ silence behavior. Moreover, person-context interaction theory holds that individual characteristics will work together with contextual factors to influence individual behavior. As a result, only when individual characteristics and situational factors are both investigated can we fully reveal the causes of individual behaviors. We propose the moderating roles of employees＇ extraversion and conscientiousness between psychological safety and employees＇ silence behavior, and the mediating mechanism of psychological safety. In order to identify these hypotheses, we investigated 222 employees in a large state-owned organization in Henan Province to conduct the survey. A sixteen-item scale developed by Walumbwa, Avolio, Gardner, Wemsing and Peterson （2008） was used to measure authentic leadership, a three-item scale developed by Detert and Burris （2007） was used to measure psychological safety, a s

关 键 词：真诚型领导 心理安全感 外向性 责任感 沉默行为 

分 类 号：F272.92[经济管理—企业管理]