变革型领导与员工建言:建言效能感和领导组织代表性的影响  

Transformational Leadership and Employee Voice Behavior： The Influence of Voice Efficacy and Supervisor＇s Organizational Embodiment

作　　者：谢俊[1] 储小平[2] 钟雨文[2] 

机构地区：[1]广东外语外贸大学粤商研究中心 [2]中山大学岭南学院

出　　处：《中大管理研究》2015年第2期1-18,共18页China Management Studies

基　　金：国家自然科学基金(71372144);教育部人文社会科学研究青年基金项目(14YJC630145);广东省哲学社会科学“十二五”规划项目(GD13XGL39);广东省高等教育“创新强校工程”项目(GWTP-LH-2014-08)的资助

摘　　要：建言行为对于防范决策失误、提升组织有效性具有重要的意义,如何激发员工积极建言一直是组织管理领域的重要议题。本文通过问卷调查和分析213对员工及其直接领导的配对样本,探讨变革型领导对员工建言行为的影响,尤其是建言效能感的中介作用以及领导组织代表性的调节作用。研究结果表明,变革型领导对员工促进性建言和抑制性建言均具有显著的正向影响;建言效能感在变革型领导与促进性建言、抑制性建言的关系中起部分中介作用;领导组织代表性对变革型领导与促进性建言的关系具有显著的正向调节作用,即领导组织代表性越高,变革型领导对促进性建言的正向影响关系越强。Voice behavior is widely assumed to be essential for the detection of serious problems and improvement of organizational effectiveness. In accordance with the importance of voice behavior, there has been a growing research interest in exploring how to encourage employee voice behavior. In this study, we conceptualize voice efficacy as a mediator and supervisor＇s organizational embodiment as a moderator for understanding the role of transformational leadership on promotive voice and prohibitive voice. We examined the hypothesized relationships using a data collected from a sample of 213 subordinates and their immediate supervisors from China. Our results showed that： transformational leadership has significantly positive impact on promotive voice and prohibitive voice; voice efficacy partially mediates the link between transformational leadership and voice behavior; supervisor＇s organizational embodiment positively moderated the relationships between transformational leadership and promotive voice in such a way that the relationships were stronger for supervisor＇s organizational embodiment higher than lower.

关 键 词：变革型领导 促进性建言 抑制性建言 建言效能感 领导组织代表性 

分 类 号：C936[经济管理—管理学]