下属为何进谏上司:基于主管可信度视角的分析  

The upward voice behavior: An analysis from the perspective of supervisory trustworthiness

作　　者：周浩 刘安妮 ZHOU Hao;LIU An-ni(Business School, Sichuan University, Chengdu 610064, China;Institute of Mountain Hazards and Environment, Chinese Academy of Sciences, Chengdu 610041, China)

机构地区：[1]四川大学商学院,四川成都610064 [2]中国科学院.水利部成都山地灾害与环境研究所,四川成都610041

出　　处：《管理工程学报》2019年第2期36-41,共6页Journal of Industrial Engineering and Engineering Management

基　　金：国家自然科学基金资助项目(71472129)

摘　　要：为在激烈的市场竞争中保持适应性和创新性,组织需要激励员工进言献策。较之对同事的谏言,进谏上司能够更直接地影响整个团队或者组织。从被信任者的视角出发,基于资源限制理论和社会交换理论分析了主管可信度对下属进谏上司的影响,注意聚焦、主管情感承诺的中介作用,以及影响力的调节作用。以某电信企业的205对下属-主管配对为样本,研究发现:主管可信度对下属进谏上司有积极影响;下属的注意聚焦和对主管的情感承诺在主管可信度与进谏上司之间起中介作用;下属的影响力对主管可信度与注意聚焦之间的关系有负向调节作用,即下属的影响力越大,主管可信度对注意聚焦的影响就越小。最后,讨论了研究的理论贡献与管理启示,并提出了未来研究方向。Facing severe economic situation and fierce competition, organizations need to keep improving all business aspects. Employees’ voice behaviors, as an important source of innovative ideas, play an important role to achieve innovations and gain core competitiveness for organizations. Voice behavior is defined as one kind of intentional behaviors by employees to deliver constructive opinions and ideas on work-related issues. Voice behavior is a typical kind of voluntary behaviors with risk, as it challenges the status quo and often threatens managers. Based on different targets, voice behavior includes speaking up (supervisor as the target) and speaking out (colleagues as the target). In this study, we focus on speaking up, the upward voice behavior. The existing studies have already shown that voice behavior was affected by various factors, such as individual attitudes, individual characteristics and leadership styles. However, few scholars explored the relationship between trust and voice behavior, especially from the perspective of supervisory trustworthiness. Based on the resource constraint theory and social exchange theory, we put forward that supervisory trustworthiness has a positive influence on speaking up. The ability to focus and affective commitment play as mediators, whereas impact play as a moderator in the first stage of the mediation model. Data were collected in a communication company from China by questionnaires. The sample included 205 supervisor-subordinate pairs. Hierarchal regression analysis was adopted to examine the link between supervisory trustworthiness and speaking up by focusing on the mediating roles of ability to focus as well as supervisory affective commitment, and the moderating role of impact. The results showed that supervisory trustworthiness was positively related to speaking up, and that relationship was partially mediated by the ability to focus and supervisory affective commitment. We also found that impact negatively moderated the relationship between supervisory trustw

关 键 词：可信度 进谏上司 注意聚焦 情感承诺 影响力 

分 类 号：C93[经济管理—管理学]