摘要
在组织管理中,团队领导难免犯错,需要员工及时的纠正以维持组织正常的运作。然而,团队领导为了维护自己的权威,很少采纳员工的抑制性建言,导致很多决策错误无法第一时间被纠正,给组织的功能运作带来了隐患。文章对68名团队领导者和434名团队员工进行了两阶段的配对问卷调查,从团队领导角度探讨了真实型领导对员工抑制性建言的影响机制。多层线性模型分析表明,真实型领导与员工的抑制性建言行为呈正相关关系,团队心理安全和员工真实型跟随在这种关系中起部分中介的作用。这些研究结果有助于团队领导改善员工的抑制性建言渠道,提升组织的运作效率。
It's so inevitable for team leader to make mistakes during organization management that employees must correct those mistakes in time to keep the organization functioning normally. However,in order to preserve their power,few team leaders would adopt employee prohibitive voice so that many problems can't be rectified in first time,which destroy the efficiency of organization operation. By questionnaire dyad-investigations into 68 team leaders and their 434 employees in two stages,from the perspective of team leader,this paper has probed the mechanism of the impact of authentic leadership( AL) on prohibitive voice( RV). The results of HLM( hierarchical linear modeling) indicate that the AL is positively related to RV,that team psychological safety( TPS)and authentic followship( AF) both play the partial mediating role in the relationship between AL and RV. These results are good for team leader to improve the channel of RV and organization efficiency.
出处
《商业经济与管理》
CSSCI
北大核心
2015年第6期58-68,共11页
Journal of Business Economics
基金
国家自然科学基金重点项目"转型期和谐劳动关系:分享型领导
心理契约与人力资源策略研究"(71232001)
上海理工大学博士科研启动基金项目"领导行为与员工建言的关系"(BSQD201501)
关键词
抑制性建言
真实型领导
团队心理安全
真实型跟随
prohibitive voice
authentic leadership
team psychological safety
authentic followship
