谦卑型领导与员工抑制性建言的关系研究  

Relationship Research between Humble Leadership and Employees' Prohibitive Voice

作　　者：张亚军[1] 张金隆[2] 张军伟[3] 崔利刚[4] 

机构地区：[1]贵州财经大学工商管理学院,贵阳550025 [2]华中科技大学管理学院,武汉430074 [3]华中农业大学经济管理学院,武汉430070 [4]重庆交通大学经济与管理学院,重庆400074

出　　处：《管理评论》2017年第5期110-119,共10页Management Review

基　　金：国家社会科学基金重大项目(16ZDA013);国家自然科学基金青年项目(71602065;71602015);贵州省哲学社会科学规划课题(16GZQN05)

摘　　要：本文目的在于探讨谦卑型领导对员工抑制性建言的作用机理,重点分析建言效能感的中介作用以及中庸思维的调节作用。选择企业员工及其直接主管作为研究对象,采用结构方程模型、层级回归等方法分析了调查数据。研究结果表明:谦卑型领导对员工抑制性建言有正向影响;建言效能感在谦卑型领导与员工抑制性建言之间起中介作用;中庸思维负向调节谦卑型领导与员工抑制性建言之间的关系,员工中庸思维越高,谦卑型领导与抑制性建言的正向关联越弱。This paper aims to investigate the influence mechanism of humble leadership on employees＇ prohibitive voice, focusing on the mediating effect of voice efficacy and the moderating effect of zhong-yong thinking. We select an enterprise＇ s employees and their direct supervisor as research subjects and analyze the survey data through structural equation model, hierarchical regression and so forth. The results indicates that humble leadership has remarkable positive influence on employees＇ prohibitive voice; voice efficacy plays a totally mediating role in the relationship between humble leadership and employees＇ prohibitive voice ; zhong-yong thinking negatively moderates the relationship between humble leadership and employee＇s prohibitive voice, that is, the positive relationship between humble leader- ship and employee＇ s prohibitive voice would be weaker when employees has higher zhong-yong thinking.

关 键 词：抑制性建言 谦卑型领导 建言效能感 中庸思维 

分 类 号：F272.92[经济管理—企业管理]