谦逊型领导对建言行为的影响——一个被调节的中介模型

The Impact of Humble Leadership on Voice Behavior: A Moderated Mediation Model

近年来,谦逊型领导对员工建言行为的影响受到了越来越多研究者的注意。从认知过程的角度,构建反思性认知行为的调节作用以探讨谦逊型领导影响建言行为的边界条件。采用社会交换理论,提出了一个以建设性变革义务感为中介变量的第二阶段被调节的中介模型,能够揭示谦逊型领导影响建言行为的内在机制。通过237份员工及其直属领导的配对数据,对假设进行了验证。结果表明:谦逊型领导与建言行为呈正相关关系,然而,这种正向关系会受到员工反思性认知行为的调节作用。对具有反思性认知行为的员工,谦逊型领导对建言行为的积极作用会消失。建设性变革义务感能在谦逊型领导与建言行为之间起到中介作用,并且这种中介作用会随着员工反思性认知行为的增加而减弱。对研究结果在谦逊型领导和建言行为研究中的意义以及未来的研究方向进行了讨论。

Exploring the effect of humble leadership on voice behavior has received more and more research at- tentions in recent years. This study constructed the moderating role of rumination and explored the boundary con- dition regarding the impact of humble leadership on voice behavior from the perspective of cognitive process Combining with social exchange theory, this study adopted felt obligation for constructive change as mediation variable and proposed a second-phase moderated mediation model to reveal the mechanism in terms of the relationship between humble leadership and voice data, this study examined proposed hypothesis. behavior. Through investigating 237 employee-supervisor matched The results showed that the relationship between humble leader- ship and voice behavior was positive. However, the positive relationship was moderated by rumination. Specifical- ly, the positive effect of humble leadership on voice behavior was not signifcant for employees who have the cognitive style of rumination. Felt obligation for constructive change mediated the relationship between humble leadership and voice behavior and the mediation effect was weakened with the increase of rumination. Finally, the implications for humble leadership and voice behavior literature and future research directions were discussed.