主管为何偏爱某些下属的建言:基于亲、忠、才与信任视角的分析

Why do Supervisors Prefer the Voice Behavior of Certain Subordinates?The Effects of Guanxi,Loyalty,Competence and Trust

员工建言是组织持续改进和创新的源泉,管理者采纳建言则是将其由可能性转化为现实的关键。基于中国差序格局背景下上级归类下属的亲、忠、才模型,并结合情感、认知信任二维视角,以及信任的不确定性简化理论,分析了关系、忠诚、才能对主管采纳下属建言的影响及其内在机制。以260对下属—主管为样本,结果发现,关系、忠诚、才能对主管采纳下属建言有积极影响。关系、忠诚通过主管对下属情感信任的中介作用影响主管采纳下属建言,忠诚、才能通过主管对下属认知信任的中介作用影响主管采纳下属建言。最后,讨论了研究的理论贡献与实践启示,并提出了未来研究方向。

Employee voice behavior is the source of continuous improvement and innovation of the organization,and voice endorsement is the key to turning it from possibility to reality.This study is designed to examine the influence of guanxi,loyalty,and competence on voice endorsement,and the mediating role of affect-and cognition-based trust.The research based on the sample of 260 dyads of employees-immediate supervisors shows that guanxi,loyalty and competence have a positive effect on voice endorsement.Affect-based trust mediates the relationships between guanxi,loyalty and voice endorsement,whereas cognition-based trust mediates the influence of loyalty and competence on voice endorsement.Finally,the theoretical contributions,empirical implications and future directions are discussed.