领导授权赋能行为、建言效能感与员工建言行为——基于内隐建言信念的调节作用  

作　　者：邓玉林[1] 王杰 张龙 

机构地区：[1]河海大学商学院 [2]南京航空航天大学经济与管理学院

出　　处：《企业经济》2018年第8期132-138,共7页Enterprise Economy

基　　金：国家社会科学基金项目"中国智造背景下工匠精神的发展及其对创新的影响机制研究"(项目编号:17BGL093);江苏省社会科学基金项目"上司下属关系视角的授权管理研究"(项目编号:12GLC005);中国博士后科学基金项目"关系文化视角的授权管理研究"(项目编号:2013M531332)

摘　　要：建言行为是组织变革和发展的关键驱动力,本文从社会认知和内隐理论视角,实证检验了领导授权赋能行为、建言效能感和员工建言行为这三者间的关系。结果表明:领导的授权赋能行为可以显著预测建言行为,建言效能感在领导授权赋能和员工建言行为之间起完全中介作用,内隐建言信念对建言效能感的中介效应起调节作用。最后,提出在中国组织情境下可以通过积极的领导行为、提升下属心理感知并增强表达意见的内在动力、提倡容错文化并弱化惧怕挑战权威的信念等方面鼓励员工畅所欲言,从而提升组织绩效。The voice behavior of employees is the key driving force of organizational change and development. From the perspective of social cognition theory and implicit theory, this paper empirically verified the relationship of empowering leadership behavior, voice efficacy and voice behavior of employees. The results showed that, the empowering leadership behavior significantly predicted the voice behavior, the voice efficacy fully mediated the relation between empowering leadership behavior and voice behavior, the implicit voice theory moderated the relation between voice efficacy and voice behavior, and also moderated the mediating role of voice efficacy. Finally, this study suggests that the Chinese organization managers should take some effective measures such as adopting positive leadership behavior, improving psychological perception of employees to enhance intrinsic motivation, advocating fanlt-tolerant culture to weaken the belief in the fear of challenging the authority so as to encourage employees to express opinions and enhance organizational performance.

关 键 词：领导授权赋能行为 建言行为 建言效能感 内隐建言信念 

分 类 号：F276[经济管理—企业管理]