建言效能感结构及其在员工建言行为发生中的作用

The Structure of Voice Efficacy and its Role in the Formation Mechanism of Employee Voice Behavior

作为一种组织促进性行为,员工建言在知识经济时代对组织的作用日益显著。学界从多角度探讨了建言的发生机制,然而从认知的视角的研究则较为缺乏。本研究从社会认知理论视角,构建了建言效能感结构(研究一),并探索了建言效能感在建言行为发生中的作用(研究二)。研究一从长三角地区企业的26名基层员工中提取建言效能感关键事件,编制初始问卷,通过对188个样本的探索性因子分析及对另188个样本的验证性因子分析,探索并验证了建言效能感的结构及其量表;研究二通过对401份"员工-上级"配对样本的问卷研究显示,一般自我效能感对建言行为有着正向影响,且建言效能感在其中起着中介作用,工作可得性缓冲调节建言效能感与建言行为之间的关系。

As one representative kind of extra-role and challenging-promotive discretionary behavior, employees＇ voice behaviors are valuable for employees themselves and the organization as a whole, especially in the complex economic society in the modern times. Nowadays, there are multitudes of scholars who had paid more attention to this important organizational phenomenon, and explored the formation mechanisms under this behavior preliminarily, in varieties of perspectives. Although these findings were inspiring, the cognitive decision-making processes underlying the behavioral engagement had remained relatively unexplored. Since Chiaburu et a1.（2008） had first mentioned about this topic, and assumed an initial framework explaining discretionary behaviors including voice in particular using cognitive processes model, there were few scholars met this. This study attempted to fill this gap. On the foundations of the Social Cognitive Theory （Bandura, 1986） and Conservation of Resources Theory （Hobfoll, 2002）, after inducing and clarifying the definition of voice efficacy, this study explored the role that voice efficacy played in the cognitive mechanism of voice behavior. The research was consisted of two sub-studies which sampled from private-firm employees and joint-venture employees in Yangtze Delta area of China. Study 1, according to the advice of Kish-gephart et a1.（2009）, 26 random samples of employees were interviewed to collect critical incidents of voice efficacy, and 14 items were collected. Then a questionnaire was made up of based on this 14 items. After the data survey, 3 items were deleted by item analysis procedure. Then, exploratory factor analysis （EFA） was conducted with 188 samples, the results showed that voice efficacy was one-dimension construct containing 7 optimal items. The results of confirmatory factor analysis （CFA） with the other 188 samples further supported this construct. Study 2 probed the effects of voice efficacy in the formaiton mechanism of employee voice behavior. Based on 401 employee-supervisor matched samples, the results indicated that, general self-efficacy was positively related to voice behavior. In addition, voice efficacy mediated the positive relationship between general self-efficacy and voice behavior. Besides, the study also found that, under the condition of high job availability employee will conduct more voice behaviors. But job availability negatively moderated the positive relationship between voice efficacy and voice behavior. This outcome corroborated what conservation of Resources Theory purported, namely, resources are particularly salient in the context of loss （Hobfoll, 2002）. The results of study 2 also supported the construct validity of what study 1 found, namely, voice efficacy. The implications, limitaions and future orientations of the study were discussed as well.