自我监控对建言行为的影响：内部人身份感知的作用

How Voice Behavior is Influenced by Self-monitoring: The Moderating Effect of Perceived Insider Status

建言行为是目前组织行为学的研究热点,但关于员工的自我监控如何对该行为产生影响的研究却未见报导。本研究从特质激活的角度探讨自我监控如何通过心理安全感影响员工的建言行为,同时考虑内部人身份认知的调节作用。针对340份上下级配对问卷进行分析,结果发现,内部人感知负向调节自我监控与心理安全感的关系,进而影响员工建言行为。当内部人感知低时,自我监控对心理安全感有正向的预测作用;当内部人感知高时,自我监控对心理安全感没有显著的影响。

This study attempted to explore the pattern that how self-monitoring affect employee＇s voice behavior through psychological safety from the perspective of trait activation, with perceived insider status as a moderator. Many studies were reported on voice behavior in organizational behavior research while no study is about how it is influenced by self-monitoring. Self-monitoring was put forward to describe the difference between people＇s sensitivity on external information, which can influence employee＇s attitude toward organizational situation or perception about their situation in organization, and can further affect voice behavior. This study explored the relationship between self-monitoring, psychological safety and employee voice, as well as the moderating role of perceived insider status. Besides, we included the voice efficacy as a controlling factor to avoid its effect. The questionnaires are consisted of several sub-scales, self-monitoring, （Synder ＆ Gangestad,1986;）, psychological safety, （Edmondson, 1999;）, perceived insider status, （Stamper ＆ Maserson,2002）, voice behavior, （Van Dyne ＆ LePine,1998）. Each participant is directed to answer in the right way to ensure the validity of the data. The results based on the sample of 340 paired employee-subordinate were analyzed in SPSS 18.0 and Amos3.0 as well as bootstrap method, which showed that, self-monitoring had influence on psychological safety and then affected voice behavior. Perceived insider status negatively moderated the relationship between self-monitoring and psychological safety. When perceived insider status was low, self-monitoring had significant influence on psychological safety（ r =. 10, BootLCI[.02,.20]）; when it was high, the positive relationship between self-monitoring and psychological safety was not significant（r = .02, BootLCI（[.01,.09]）. Self-mnnitoring had positive relationship with psychological safety. In addition, when perceived insider status was low, employees recognized themselves as outsiders, which leaded that they relied on their self-monitoring to evaluate the safety of the environment and voice atmosphere. When perceived insider status was high, employee in the role of insider of the organization had higher psychological safety, no matter if their self- monitoring was high or low. Self-monituring is a vital factor to employee psychological safety. Employees who have high self-monitoring tended to manage interpersonal conflicts and change current states with their own efforts, meanwhile, they can also experience psychological safety in high level and then increase their voice behavior. But employees who have low self-monitoring will suffer and appear much more negative emotion due to the current status. Since they experience the lower level psychological safety, and lack in safety in voice climate, they decide not to voice. This research creatively connected self-monitoring with employee voice behavior, and discussed how voice behavior was affected under trait activation and ＂humanenvironment＂ interaction. This expanded the research of voice behavior and the application of trait activation theory. The findings can be applied in the practice of management, and inspire employees to voice for the development of organization. Psychological safety can enhance employee＇s voice behavior. Except employee＇s personality, organization should also pay attention to creating appropriate atmosphere to make employee realize their connection to organization to perceive more psychological safety and voice more. Discussions and future directions well put forward as well.