领导拒谏如何影响下属?基于情感事件理论视角

Voice Non-endorsement and Employee Work Outcomes from the Perspective of Affective Events Theory

上级对下属建言的消极反应(即领导拒谏)是否及如何影响下属的工作结果这一问题长久以来被学者们所忽视。本研究基于情感事件理论,考察了员工工作挫折感在领导拒谏与员工工作结果(工作满意度、建言行为和反生产行为)之间关系的中介作用以及员工情绪调节自我效能感对其关系的调节作用。通过对235位员工的调查研究,结果显示:(1)领导拒谏与员工工作满意度和建言行为负相关,与反生产行为正相关;(2)员工的工作挫折感部分中介了领导拒谏与员工工作结果之间的关系;(3)员工的情绪调节自我效能感调节了领导拒谏对员工工作挫折感的影响,即员工的情绪调节自我效能感越高,领导拒谏与员工工作挫折感的正向关系越弱,反之越强;(4)员工的情绪调节自我效能感调节了员工工作挫折感在领导拒谏与员工工作结果关系间的中介效应,即员工情绪调节自我效能感越高,该中介效应越弱。最后讨论了该研究的意义和不足以及未来的研究方向。

Whether and how the leaders’negative response to employees’voice(e.g.voice non-endorsement)influences employee work outcomes has long been ignored by researchers.Based on affective events theory,this study investigates the mediating role of employee work frustration and the moderating role of employee self-efficacy for emotional regulation in the relationships between voice non-endorsement and employee work outcomes(e.g.job satisfaction,voice behavior and counterproductive behavior).Results indicate that:(1)voice non-endorsement is negatively related to employee job satisfaction and voice behavior,and positively related to counterproductive behavior;(2)work frustration partially mediates these relationships;(3)emotional regulation self-efficacy has a moderating effect on the relationships between voice non-endorsement and work frustration,such that positive association is weaker for employees who have high emotional regulation self-efficacy;and(4)emotional regulation self-efficacy moderates the mediating effect of work frustration.Finally,we discuss the implications,limitations and future research directions of this study.