员工非正式地位对建言行为的影响:能力信任和自我效能感的链式中介作用  

The Influence of Employees Informal Status on Voice Behavior:the Chain Mediating Effect of Competence Trust and Self-efficacy

作　　者：于桂兰[1] 杜凝乔 YU Gui-lan;DU Ning-qiao(School of Business and Management,Jilin University,Changchun 130012,China)

机构地区：[1]吉林大学商学与管理学院,吉林长春130012

出　　处：《东北师大学报（哲学社会科学版）》2023年第3期130-140,共11页Journal of Northeast Normal University(Philosophy and Social Science Edition)

基　　金：国家社会科学基金重大项目(19ZDA136)。

摘　　要：已有研究表明,员工建言行为受个体和领导行为的影响,但关于员工社会关系对建言行为的影响研究较少。因此,本文基于期望状态理论,探究反映员工社会关系的非正式地位对员工建言行为的影响。采用问卷调查方法,收取了45个团队的358份有效配对问卷。数据结果表明,员工非正式地位通过上级对其产生的能力信任和自我效能感正向影响其建言行为,且能力信任和自我效能感在员工非正式地位与建言行为的正向关系中起链式中介作用;员工的集体主义取向在能力信任与建言行为的正向关系中起调节作用,且在自我效能感与建言行为的正向关系中起调节作用。研究结果有助于理解员工非正式地位与建言行为之间的中介机制和边界条件,并为组织如何促进员工建言提供启示。Previous researches had shown that employees voice behavior was affected by individual and leadership behaviors,but there were few studies about the impact of employees social relationship on voice behavior.Therefore,based on the expectation states theory,this paper explores the impact of informal status which reflects employees social relationship on voice behavior.Using the questionnaire survey method,358 valid paired questionnaires from 45 teams were collected.The data results show that employees informal status has a positive impact on voice behavior through competence trust from the superior and self-efficacy,competence trust and self-efficacy play the chain mediating role in the positive relationship between employees informal status and voice behavior.The collectivism orientation of employees moderates the positive relationship between competence trust and voice behavior,and also moderates the positive relationship between self-efficacy and voice behavior.The results are helpful to understand the intermediary mechanism and boundary condition between employees informal status and voice behavior,and provide inspiration for organizations on how to promote employees voice behavior.

关 键 词：非正式地位 能力信任 自我效能感 建言行为 集体主义取向 

分 类 号：F272.92[经济管理—企业管理]