摘要
本文探讨中国本土情境的权威领导影响下属建言行为的影响过程,揭示"想不想"建言和"能不能"建言双元心理机制各自的作用和差异。通过267对主管和下属的配对样本,运用多层回归分析,实证结果表明,权威领导对下属的抑制型建言和促进型建言均具有消极的影响且对前者的影响程度更强;权威领导通过建设性变革责任感和组织支持感双元心理机制影响下属的建言行为;两种心理机制的作用存在差异,组织支持感代表的"能不能"建言的中介作用强于建设性变革责任感代表的"想不想"建言的中介作用。
This study investigates the mediating effect of felt responsibility for constructive change and perceived organizational support on the relationship between supervisor＇ s authoritarian leadership and subordinates＇ voice behavior in Chinese context, and explores the unique and different effect of dual psychological mechanisms that are ＂would＂ voice and ＂could＂ voice. Using 267 dyads survey data of subordinates and their direct supervisors, the results of multiple lin- ear regression show that authoritarian leadership hinders subordinates＇ promotive and prohibitive voice behavior, and the negative relationship between authoritarian leadership and prohibitive voice is stronger; felt responsibility for constructive change and perceived organizational support mediate the relationship between authoritarian leadership and subordinates＇ voice behavior; two psychological mechanisms have different effect, ＂could＂ voice mechanism which is represented by perceived organizational support has more stronger mediating effect than the ＂would＂ voice mechanism which is represented by felt responsibility for constructive change.
出处
《预测》
CSSCI
北大核心
2014年第6期1-7,共7页
Forecasting
基金
2013年教育部博士点基金资助项目(20130201110020)
关键词
权威领导
建设性变革责任感
组织支持感
促进型建言
抑制型建言
authoritarian leadership
felt responsibility for constructive change
perceived organizational support
promotive voice behavior
prohibitive voice behavior
