领导建言寻求对员工主动行为的作用机制研究  

Research on the Mechanism of Voice Solicitation on Employees’Proactive Behavior

作　　者：王雁飞[1] 陈雪玲 郑立勋 朱瑜[2] WANG Yanfei;CHEN Xueling;ZHENG Lixun;ZHU Yu(South China University of Technology,Guangzhou,China;Jinan University,Guangzhou,China)

机构地区：[1]华南理工大学工商管理学院 [2]暨南大学管理学院

出　　处：《管理学报》2024年第6期840-852,共13页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(72272053);国家社会科学基金资助项目(22BGL126);华南理工大学工商管理学院国家级项目培育基金资助项目(03)。

摘　　要：基于情感事件理论和调节焦点理论相结合的视角,通过一项多阶段、多来源的问卷调查研究(研究1)与一项实验研究(研究2),探讨了领导建言寻求这一管理行为如何以及何时影响员工的主动行为。研究结果发现:领导建言寻求通过增强员工的积极情感体验并减少消极情感来驱动员工实施主动行为;员工调节焦点调节了领导建言寻求通过积极情感间接影响员工主动行为的中介效应。即相比于低调节焦点,当员工调节焦点较高时,领导建言寻求对员工积极情感的正向作用及其对主动行为的间接作用都会更强,且员工调节焦点同样调节领导建言寻求通过消极情感间接影响员工主动行为的中介效应;相比于高调节焦点,当员工调节焦点较低时,领导建言寻求对员工消极情感的负向作用及其对主动行为的间接作用都会更弱。Based on affective events theory and regulatory focus theory,our study explores how and when voice solicitation affects employees’proactive behavior,through a multi-wave,multi-source questionnaire study(Study 1)and an experimental study(Study 2).The study found that:voice solicitation can enhance employees’positive affect and reduce negative affect,which in turn promotes their proactive behavior;employee regulatory focus moderates the indirect effect of voice solicitation on proactive behavior via positive affect,that is,the positive indirect effect of voice solicitation on employees’proactive behavior via positive affect is significant when regulatory focus is high and does not exist when regulatory focus is low;employee regulatory focus moderates the indirect effect of voice solicitation on proactive behavior via negative affect,that is,the positive indirect effect of voice solicitation on employees’proactive behavior via negative affect is not significant when regulatory focus is low and exists when regulatory focus is high.

关 键 词：领导建言寻求 主动行为 积极情感 消极情感 调节焦点 

分 类 号：C93[经济管理—管理学]