心理契约破裂、工作满意度与建言行为:神经质的调节作用

Psychological Contract Breach,Job Satisfaction,and Voice Behavior:The Moderating Effect of Neuroticism

通过对551名企业员工问卷调查,研究心理契约破裂、工作满意度与建言行为的关系,并探讨人格的神经质特征在以上关系中的调节作用。结果表明:(1)心理契约破裂与建言行为显著负相关;(2)工作满意度在心理契约破裂与建言行为关系中起部分中介作用;(3)神经质显著调节了心理契约破裂通过工作满意度影响建言行为这一路径。

The firm＇s innovation depends on employees＇ initiative and creativity. As so, the study of employee voice behavior becomes increasingly important recently. Employee voice behavior is a kind of constructive, change - oriented communicating behavior which intends to improve the work ground. Employees often have ideas, information, and opinions for constructive ways to improve work and work organizations. Sometimes these employees exercise voice and express their ideas, information, and opinions; and other times they engage in silence and withhold their ideas, information, and opinions. As so, Researchers and practitioners are most concerned about why employees do not speak up in organizations. Previous studies have explored this issue from both individual （the neuroticism personality trait） and organizational perspectives （the perception of psychological contract breach）. To fill these research gaps, this study examined the mediating role of employees＇ ＇ job satisfaction and the moderating role of employees＇ neurotieism. 750 survey questionnaires were distributed among employees from manufacturing, and technical firms from Hangzhou, and Jiaxing in Zhejiang Province. 627 questionnaires were returned, for response rates of 83.6%. After we had deleted unqualified ones, a total of 551 questionnaires were remained and constituted the sample for this study. In terms of statistical strategies, we employed regression analysis and moderated mediation analysis to examine hypotheses. This study examined the joint effects of the employees＇ perception of psychological contract breach, job satisfaction and neuroticism personality trait on employees＇ voice behavior in China background. A moderated mediation model was proposed and tested . Results showed that 1 ） the employee＇ s perception of psychological contract breach was negatively related to employee＇ s voice behavior; 2） The employee＇ s job satisfaction partially mediated the relationship between the perception of psychological contract breach and employees＇ voice behavior; 3） The neuroticism personality trait moderated the indirect effect of the perception of psychological contract breach on employees＇ voice behavior through job satisfaction. That is, employees＇ job satisfaction mediated the relationship between the percep- tion of psychological contract breach and employees＇ voice behavior only am,3ng employees with high neuroticism trait. This study propose a moderated mediation model about how the perception of psychological contract breach, job satisfaction and neuroticism effect on employee＇ s voice behavior in China organizations. The result of this study makes an important contribution to the literature on voice behavior. By integrating the negative factors at both organizational and individual levels, we extended existing knowl- edge of why employees do not exhibit voice behavior in organizations. Our findings also offer several practical implications. First, our results highlighted the negative effect of the perception of psychological contract breach on employees＇ voice behavior. As such, manag- ers should focus their energy on building and maintaining employees＇ the perception of psychological contract, thus reducing their perceptions of psychological contract breach, thus encourage employee to exhibit high voice behavior. Second, managers should focus their energy on enhancing employees＇ job satisfaction. Finally, from a selection standpoint, our finding suggests that selecting employees with low neurntieism may be necessary to increase the likelihood of employing staff with high level of voice behavior.