工作压力对员工建言的影响机制:建言认知的视角

Research on the Mechanism of How Work Stress Impacts on Voice Behavior:From the Perspective of Voice Cognitive

信息时代下越来越多的企业重视员工意见,鼓励员工发言。但是建言具有挑战性和人际风险性,尤其当员工面临一定工作压力时,员工建言需要更多的认知过程。目前有关工作压力与建言行为的关系的研究仍存在分歧。本文从认知角度出发,根据资源守恒理论和成本收益分析理论,提出了建言价值认知和建言成本认知两个中介变量来构建工作压力与建言行为的认知模型,并假设不同类型的工作压力与建言行为关系不同。通过对国内三家大型企业260名员工的调查,对以上假设及模型进行检验。研究表明不同类型的工作压力对建言的影响机制和影响结果不同,挑战性压力促进建言行为,阻碍性压力抑制建言行为;员工会通过对比建言的价值和成本来决定是否建言。

With the development of the information age, enterprises pay more attention to employees＇ views and encourage them to express opinions. However voice behavior is not only socially risky, but also costs employees＇ time and energy. Therefore, employees experience more cognitive processes before they voice especially when they are under work stress. But the relationship between work stress and voice is still controversial. Assuming different types of work stress correlates differently with voice behavior, the paper proposes a cognitive model of work stress and voice behavior with perceived value and cost of voice behavior as mediators, based on theory of resources conservation and theory of cost-benefit analysis. A two-phase survey data were collected from 260 employees. The results showed that challenge stressor was positively correlated with both promotive voice and prohibitive voice. Hindrance stressor and promotive voice was negatively correlated while the relationship between hindrance stressor and prohibition is not significant. Meanwhile, the results suggest that different types of work stress affect the voice behavior through different cognitive way. Employees will decide whether voice or not based on cost benefit analysis.