基于内部人身份认知的员工建言行为研究:中介的调节效应模型

Research on Employee Voice Behavior based on PerceivedInsider Status:A Mediated Moderator Model

利用来自长三角地区203个KIBS企业的实地调查数据,运用自我认知理论,以内部人身份认知为中介变量,深入剖析KIBS企业的组织支持感对员工建言行为(促进性建言与抑制性建言)的具体影响机制以及员工心理安全感在其中的调节效应。结果显示:(1)组织支持感对员工的建言行为具有正向促进作用;(2)内部人身份认知在组织支持感对员工建言行为的影响过程中起到部分中介作用;(3)员工的心理安全感在组织支持感对内部人身份认知的影响中具有正向调节效应;(4)员工的心理安全感正向调节了内部人身份认知对组织支持感与员工建言行为间的中介作用。研究结果证实了中介的调节效应模型,全新诠释了组织支持感对员工建言行为的作用机理,对组织公民行为研究提供了新的理论视角。

Using field survey data from 203 KIBS enterprises in Yangtze River Delta,self-perception theory and perceived insider status as mediating variable,this paper provides an in-depth analysis on the specific influence mechanism of perceived organizational support on employee voice behavior(prohibitive voice and promotive voice)and the moderating effect of employee psychological safety in KIBS enterprises.The results show that:(1)Perceived organizational support has a promotive effect on staffs’voice behavior;(2)Perceived insider status plays a mediating role in the process of perceived organizational support affecting staffs’voice behavior;(3)Staffs’psychological safety has a positive regulating effect on the internal identity cognition caused by the sense of organizational support;(4)Staffs’psychological safety positively regulates the mediating effect of perceived insider status on perceived organizational support and staffs’voice behavior.The research results prove that the mediated moderating effect model completely explains the mechanism of perceived organizational support on staffs’voice behavior,and provide a new theoretical perspective for studying organizational citizenship behavior.