为何言路难开?领导拒谏构念维度与形成机理探究

Why Voice Channels are Stifled?Dimension and Formation Mechanism of Leader Voice Rejection Construct

员工谏言不仅具有建设性,而且具有挑战性和结果的不确定性,使得领导者可能纳谏也可能拒谏。然而,现有研究主要关注员工谏言与领导纳谏,却忽略了领导拒谏。本研究在回顾员工谏言及相关研究的基础上发现,领导者会对员工谏言进行建设性评估和威胁性评估,具有建设性和防御性两种行为目的。基于此,首先,从领导者的双元行为目的出发探讨了领导拒谏的概念与维度,依据发展视角、人际视角和防御视角将领导拒谏划分为:指导员工驱动的拒谏、维持关系驱动的拒谏、保证权威驱动的拒谏。其次,分析了领导拒谏的形成机理,从谏言内容、谏言员工和谏言行为三方面考察领导者对员工谏言的认知评估过程,详细讨论了组织距离如何通过领导注意间接影响领导拒谏,并探讨了权力距离在领导注意与领导拒谏之间所具有的调节作用。本研究有助于推动领导拒谏的理论构建,拓展认知评估理论的应用,而且能为组织管理实践给予一定的参考与借鉴。

Voice is not only constructive, but also challenging and the outcome is uncertain, so leaders may accept or reject it. However, most studies focus on employee voice and leader voice-taking, little attention is paid to leader voice rejection. Based on the review of employee voice and related researches, this study finds that leaders have constructive appraisal and threat appraisal of employees’ voice and there are constructive behavioral goals and defensive behavioral goals. Firstly, we explore the concept and dimensions of leader voice rejection from the perspective of leader’s dual purpose of action. According to the developmental perspective, interpersonal perspective and defensive perspective, leader voice rejection is divided into three categories: employee coachingdriven voice rejection, relationship preservation-driven voice rejection, and authority ensure-driven voice rejection. Secondly, we analyze the formation mechanism of leader voice rejection, and investigate the process of leaders’ cognitive appraisal of employees’ voice from three aspects: voice content, voicer, and voice behavior. We discuss in detail how organizational distance indirectly influences leader voice rejection through leaders’ attention, and study the moderating effect of power distance between leaders’ attention and leader voice rejection. The findings of this project will not only promote the theoretical construction of leader voice rejection and expand the application of the cognitive appraisal theory, but also serve as references for organizational practices.