一蹶不振或再次出发?领导拒谏对员工行为动机的影响研究

Fail or Start Out Again?The Influence of the Leader's Voice Rejection on Employees Behavioral Motivation

员工谏言被拒绝是现实中常见的一种现象,领导拒绝谏言、选择沉默或没有给与回应都可以被认为是一种社会排斥行为。社会排斥相关理论能够为我们理解领导拒绝谏言后的员工行为动机提供一个好的理论依据。Williams在大量实验基础上提出的需要威胁时间模型是社会排斥研究中较成熟且适用广泛的理论模型。本研究将拒谏作为独立的排斥事件,在需要威胁时间模型下构建了领导拒谏影响员工行为动机的理论模型,探讨了在拒谏事件发生后,动态时间变化过程中,因拒谏这一排斥行为造成的消极情绪和需要威胁在不同个人特质和情境因素下如何影响员工的行为动机。通过厘清影响员工行为动机的相关因素和行为结果,丰富了谏言反应的相关研究,为组织获取长效、持续的员工谏言提供现实参考。

The voices from employees have become important information for the stable and innovative development of the organization.The rejection of employee advice is a common phenomenon in reality.The leader s voice rejection,choice of silence,or failure to respond can all be considered as social exclusion.The theory of social exclusion can provide a good theoretical basis for us to understand the motivation of employees behavior after the leader s voice rejection.The temporal need threat model proposed by Williams on the basis of a large number of experiments is a mature and widely applicable theoretical model in the theory of social exclusion.This study takes refusal as an independent rejection event,and builds a theoretical model of leadership refusal to influence employee behavior motivation under the temporal need threat model.We find how negative emotions and need threats caused by repulsive behavior affect employees behavior motivations under different personal characteristics and situational factors.By clarifying the relevant factors and behavioral results that affect the behavioral motivation of employees,this study enriches the related research on admonition response,and provides a realistic reference for the organization to obtain long-term and continuous employee admonition.