员工先前建言行为影响后续建言行为的作用机理研究  

Research on the Mechanism of Employees’Previous Voice Behavior Influencing Subsequent Voice Behavior

作　　者：符纯洁[1] 王玮 张倩 罗洋 FU Chunjie;WANG Wei;ZHANG Qian;LUO Yang(Business School,Xiangtan University,Xiangtan,Hunan 411105,China)

机构地区：[1]湘潭大学商学院,湖南湘潭411105

出　　处：《财经理论与实践》2024年第5期115-123,共9页The Theory and Practice of Finance and Economics

基　　金：国家自然科学基金项目(72202200)。

摘　　要：基于自我调节理论和认知-情感双系统理论,依据情境实验和问卷调查数据,考量在员工先前建言基础上产生后续建言的过程机制。结果显示:员工感知组织的高参与人力资源实践(HI-HRP)水平越高,其先前建言会诱发越高的建言效能感和情感承诺,促进后续建言行为。当员工感知组织的HI-HRP水平较低时,降低建言效能感,抑制后续建言行为。鉴于此,需进一步增强员工建言行为全过程引导的针对性,着力打造高强度参与导向型人力资源实践体系,提升员工建言积极体验。Based on the self-regulation theory and the cognitive-emotional dual system theory,and using a situational experiment and a questionnaire survey,this study explores the process mechanism of generating subsequent voice behavior based on employees’previous voice behavior.The results indicate that when employees perceive a higher level of high-involvement human resource practices(HI-HRP)in the organization,the higher the previous voice induced higher voice efficacy and affective commitment,which in turn facilitated the subsequent voice behavior.When employees’perceived HI-HRP levels are low,their previous voice reduce subsequent voice efficacy,which in turn inhibited subsequent voice behavior.Therefore,it is necessary to further strengthen the pertinence of the whole process guidance of employee voice behavior,focus on building the high-involvement human resource practices,and enhance employees’positive experience of voice behavior.

关 键 词：建言行为 后续建言行为 高参与人力资源实践 建言效能感 情感承诺 

分 类 号：F272.92[经济管理—企业管理]