管理开放性氛围、建言效能感与员工建言:一个跨层分析

A Cross-layer Analysis on Managerial Openness Climate,Voice Efficacy and Employee Voice

基于社会认知理论,构建通过个体建言效能感进而影响员工建言上级、建言同事的管理开放性氛围跨层理论模型。借助34家企业组织中443份有效问卷,运用跨层次分析方法,对理论模型进行了检验。结果发现:在控制了组织规模、个人教育水平、工作年限、职务等级、心理安全感等变量的情况下,管理开放性氛围对员工建言上级、建言同事均有显著的正向影响;建言效能感在管理开放性氛围与建言上级关系中起完全中介作用;建言效能感在管理开放性氛围与建言同事关系中起部分中介作用。研究结论有助于揭示管理开放性影响员工建言作用过程之“黑箱”,并对于营造开放性组织氛围以促进员工建言的管理实践具有借鉴和参考价值。

Based on the perspective of social cognitive theory,and using data from 443 employees in 34 companies in different industry of China,this paper tests the relationship of managerial openness climate and employee voice behavior and the mediate effect of voice efficacy.The empirical results show that managerial openness climate is significantly and positively related to both speaking up and speaking out.Voice efficacy completely mediates the relationship between managerial openness climate and speaking up,and voice efficacy partially mediates the relationship between managerial openness climate and speaking out.The results enrich our understanding of the influencing mechanism of managerial openness climate on employee voice,and provide some suggestions for managers to promote the employee’s voice.