管理者可信行为对员工建设性建言的影响研究  

The Research on the Impact of Managerial Trustworthy Behavior on Employee Constructive Voice

作　　者：金童林 张璐[1] 陆桂芝[1] 张丽 Jin Tonglin;Zhang Lu;Lu Guizhi;Zhang Li(School of Education, Harbin Normal University, Harbin, 150025;The Second Experimental Primary School, Linyi Economic and Technological Development Zone, Linyi, 276025)

机构地区：[1]哈尔滨师范大学教育科学学院,哈尔滨150025 [2]临沂经济技术开发区第二实验小学,临沂276025

出　　处：《心理科学》2018年第3期687-693,共7页Journal of Psychological Science

摘　　要：从个体、领导和同事角度出发,采用2个时间点员工-主管配对问卷调查法对299名企业员工进行调查,探讨了管理者可信行为对员工建设性建言的影响机制。结果发现:(1)管理者可信行为对员工建设性建言有正向影响;(2)员工-领导价值一致性和员工感知凝聚力在管理者可信行为与员工建设性建言关系间起双中介作用;(3)同事消极约束显著负向调节管理者可信行为与员工感知凝聚力间的关系,即当同事消极约束水平越低,管理者可信行为对员工感知凝聚力的正向影响越高;(4)同事消极约束在管理者可信行为与员工-领导价值一致性间的负向调节作用不显著。Employee voice behavior has attracted much attention with the context of knowledge innovation, which focuses on transformation and challenge of work procedures and methods within the workplace, and plays a positive role in organizational development and competition. Although recent studies on voice behavior have started to recognize the importance of leaders, few empirical efforts have been made to explore the impact of managerial trustworthy behavior on employee constructive voice and without elaborating the mechanism between managerial trustworthy behavior on employee constructive voice. This topic needs further exploration and investigation. In the present study, based on the theory of person-organization fit, we examined the mediating role of the person-supervisor value congruence and employee perceived cohesion between managerial trustworthy behavior and employee constructive voice, and the moderation role of colleague negative pressure among managerial trustworthy behavior, person-supervisor value congruence and employee perceived cohesion.In order to reduce the common method bias, 299 employees data in China were collected through two separate surveys on separate occasions. The employee evaluated the scale of managerial trustworthy behavior, person-supervisor value congruence and employee perceived cohesion, and responded with essential information. The supervisor evaluated the scale of employee constructive voice six months later. The result of confirmatory factor analysis showed that the five-factor model was better than the other models, and all variables had high validity and reliability. After data analyses, the results indicated that：（1） Managerial trustworthy behavior significantly and positively affected the person-supervisor value congruence, employee perceived cohesion and employee constructive voice;（2） Person-supervisor value congruence and employee perceived cohesion partially mediated the relationship of managerial trustworthy behavior and employee constructive voice;（3） Colleag

关 键 词：管理者可信行为 员工-领导价值一致性 感知凝聚力 同事消极约束 员工建设性建言 

分 类 号：F272.92[经济管理—企业管理]