团队成员目标取向与建言行为的关系:一个跨层分析

The Relationship between Team Members' Goal Orientation and Voice Behavior:A Cross-level Analysis

研究以国内某大型企业集团27个营销团队共201名团队成员为研究对象,采用多水平研究方法,通过构建多层数据模型(HLM),以自我激励和个体-情景互动理论为框架对团队成员个体目标导向、团队氛围和员工建言行为的关系进行了探讨。研究发现目标导向不同的个体,其建言行为也有差异,相对于发展导向,表现导向的个体更多地卷入建言行为。团队心理安全感不仅对员工建言行为有直接显著影响,而且在个体目标导向(表现导向)与建言行为的关系中有正向的跨层调节效应:团队心理安全感越高,表现导向的个体越倾向于建言行为,团队心理安全感越低,表现导向与建言行为的关系越不明显。团队氛围对于其他目标导向与建言行为关系的跨层调节效果不显著。

Relevant academic research shows that employees with specific personality have stronger willing to speak up than others and the relationships among individual goal orientation, team climate and employee voice under Chinese culture background still remains unclear.based on self-motivation and person-situation interactions theories, this study developed a cross-level model of individual goal orientation, team psychological safety and employee voice, and try to get a better understanding about individual behavior and context.The sample is constituted of 27 sale-teams comprising 201 employees collected from a large chemical company in China.Based on hierarchical linear modeling, we explored three models to test individual-level effects, team-level effects, and cross-level interaction effects on employee voice respectively.We also computed the proportion of variance in employee voice explained by individual-level factors as well as by team-level factors.The results show that, in individual-level, employee developing orientation and approach orientation is positively related to employee voice, while avoidance orientation is negatively related to employee voice.In team-level, the team psychological safety has not only directly impacted on employee voice but also has positively moderating effects between individual approach orientation and employee voice-the team psychological safety strengthened the positive relationship between approach orientation and employee voice.But cross-level interaction effects of team psychological safety with developing orientation and avoidance orientation are not significant.From an achievement motivation and person-situation interactions perspective, this study adds further evidences to explain employee voice behavior.Our research extends the existing theory of employee voice through understanding how the team context may interact with individual motivation to affect individual voice with a cross-level framework.The cross-level interaction hypotheses based on the theory of situational strength are supported, and the situation and individual motivation seemed to play an important role in shaping individual voice behavior, so the substantial implications of this study are as follows：first the study highlights that not only the individual but also the individual in his/her context should be considered.Secondly, the findings of this study show that fostering a safe climate in team would be an effective way to encourage employees speaking up.