员工建言行为对工作绩效的作用机制——基于内隐追随理论的研究  

The Mechanism of Emplyee Voice Behavior Influencing Job Performance:A Study Based on Implicit Followership Theory

作　　者：马贵梅 袁明月 马冰 MA Guimei;YUAN Mingyue;MA Bing(School of Management,Xi'an Polytechnic University,Xi'an 710048,China)

机构地区：[1]西安工程大学管理学院,陕西西安710048

出　　处：《财经论丛》2023年第12期103-112,共10页Collected Essays on Finance and Economics

基　　金：国家自然科学基金青年项目(71802156;72102175);西安工程大学研究生创新基金项目(chx2022013)。

摘　　要：基于内隐追随理论,本文探讨不同类型的建言行为如何通过领导内隐追随原型对领导-成员交换关系及员工绩效产生差异化作用。通过对409份样本数据进行分析,结果发现:促进性建言与工作绩效正相关;抑制性建言与工作绩效呈倒U型关系;领导-成员交换关系分别在促进性建言与工作绩效的线性关系、抑制性建言与工作绩效的倒U型关系中起中介作用;包容型领导调节了两类建言行为与领导-成员交换的关系。研究结果揭示出建言行为对个体工作绩效作用结论不一致的原因,拓展了建言行为研究的理论视角。Based on the implicit followership theory,this paper discusses whether,why and when different types of voice behavior conform to the leader implicit followership prototype,and then have a differentiated effect on the leader-member exchange relationship and employee performance.By analyzing the data of 409 samples from multiple enterprises,this study finds that promotive voice is positively related to job performance whereas prohibitive voice has an inverted U-shaped effect on job performance.Leader-member exchange not only plays a mediating role in the linear relationship between promotive voice and job performance,but also plays an inverted U-shaped relationship between prohibitive voice and job performance.Inclusive leadership moderates the relationship between two types of voice behavior and leader-member exchange.The research results reveal the reasons for the inconsistent conclusions of the effect of voice behavior on individual job performance,and expand the theoretical perspective of voice behavior research.

关 键 词：建言行为 工作绩效 内隐追随理论 领导-成员交换关系 包容型领导 

分 类 号：F272.91[经济管理—企业管理]