整体公平感对组织中员工建言的影响机制研究——情感信任与认知信任的中介作用

Study on the Influence of Overall Justice Perceptions on Employee Voice Behavior :The Mediating Effect of Employees' Affect-based Trust and Cognition-based Trust in Supervisors

文章综合运用社会交换理论和公平启发理论,深入揭示出整体公平感对促进性建言和抑制性建言的影响机制有所不同,以及员工对上司的情感信任与认知信任在这些机制中的作用存在差异。通过实证检验,研究发现:在整体公平感与促进性建言的关系中,员工对上司的情感信任起着部分中介的作用,而员工对上司的认知信任则不起中介作用;在整体公平感与抑制性建言的关系中,员工对上司的认知信任与情感信任都起着部分中介的作用,但员工对上司的认知信任的影响强度比情感信任更大。

By combining social exchange theory and fairness heuristic theory, this paper reveals the different influential mechanisms of overall justice perceptions on employee voice behavior. Empirical analysis shows： in the relationship between overall justice perceptions and promotive voice, employees＇ affect-based trust plays the mediating effect, but employees＇ cognition-based trust doesn＇t; In the relationship between overall justice perceptions and prohibitive voice, both employees＇ affect-based trust and employees＇ cognition-based trust react, and employees＇ cognition based trust is stronger than employees＇ affect-based trust