时间领导对员工建言行为的影响研究

The Effect of Temporal Leadership on Employee Voice Behavior

基于工作要求-资源模型和社会认知理论,采用问卷调查法分阶段收集了391份员工数据,探讨了时间领导对员工建言行为的影响机制,并分析了情感承诺的中介作用和公平感的调节作用。结果表明:(1)时间领导对员工建言行为有正向影响;(2)情感承诺在时间领导与员工建言行为之间起到部分中介作用;(3)公平感对时间领导与情感承诺之间的关系起正向调节作用;(4)公平感会调节情感承诺在时间领导与员工建言行为之间的中介作用,当员工有较强的公平感时,时间领导通过情感承诺影响员工建言行为的中介作用更强。研究结果丰富了时间领导的相关理论,对于促进员工建言有着重要的理论意义和实践意义。

Based on job demands-resources model and social cognitive theory,this study examines how temporal leadership influences employee voice behavior,with the mediating effect of affective commitment and the moderating role of fairness perceptions.Data were collected from a time-lagged questionnaire design of 391 employees in China.The empirical results indicated that:(1)Temporal leadership had positive effect on employee voice behavior.(2)Affective commitment mediated the relationship between temporal leadership and voice behavior.(3)Fairness perceptions positively moderated the relationship between temporal leadership and affective commitment.(4)The indirect effect of temporal leadership on voice behavior via affective commitment was stronger when employees perceived effort-reward fairness.This study enriched temporal leadership literatures and provided both theoretical and practical implications for voice management.