服从会带来好绩效吗?心理权利感的中介作用及沟通开放性的调节作用

Can Obedience Lead to Good Performance?The Mediating Role of Psychological Entitlement and the Moderating Role of Communication Transparency

服从被认为能够较好地提高组织的运作效率,因而许多企业非常强调员工的服从,但服从所带来的消极影响同样也不容忽视。基于自我决定理论,文章采用问卷调查法,利用两个时间点收集了88名领导以及594名员工的配对数据,探讨了员工表现出服从行为后可能产生的消极影响。研究发现:员工表现出服从行为后,会产生心理权利感;服从行为通过心理权利感降低了员工的任务绩效;团队的沟通开放性调节了服从行为与心理权利感之间的关系,即沟通开放性较高时,服从行为对心理权利感的正向影响减弱;同时,沟通开放性也调节了服从行为通过心理权利感影响任务绩效的中介效应。研究结论扩展了对员工服从行为消极影响的认识,同时也为干预这一消极影响提供了理论支持。

As obedience is considered to be able to facilitate coordination and operational efficiency,many companies stress the obedience of employees.However,we cannot ignore the negative impacts of obedience.Based on the self-determination theory,this study empirically examines the negative impacts of obedience behavior.By using multi-phase&multi-level data from 594 employees in 88 teams,we determine that employees􀆳obedience behavior can affect task performance negatively and indirectly via psychological entitlement.Furthermore,communication transparency weakens the positive relationship between obedience behavior and psychological entitlement.We also find communication transparency can moderate the indirect effect of obedience behavior on task performance through psychological entitlement.Under conditions of low communication transparency,facilitations in psychological entitlement can explain why obedience behavior would result in low task performance.These findings expand the understanding of the negative impacts of employees􀆳obedience behavior,and also provide theoretical support for intervening in this negative impact.