摘要
本文旨在研究中国组织情境下领导排斥对员工建言行为的影响以及心理安全和组织自尊在该过程中的中介作用,并就价值观变量员工传统性的调节效应作了探讨。对262份主管和员工匹配问卷进行层级回归分析,结果表明,领导排斥对员工建言有显著的负向影响,心理安全和组织自尊在其中起到部分中介作用;员工传统性倾向越弱,领导排斥对员工建言的负向影响就越强。
The major purpose of the study is to examine the impact of supervisor ostracism on employee voice behavior in Chinese organizational context.Furthermore,the mediating role of psychological safety and organizational based self-esteem,and the moderating effect of traditionality on the relationship between supervisor ostracism and employee voice behavior are explored.Hierarchical regression analyses on 262 matched samples of employees and supervisors dyads show that:(1)supervisor ostracism related negatively to employee voice behavior;(2)psychological safety and organizational based self-esteem partially mediates the relationship between supervisor ostracism and employee voice behavior;(3)traditionality moderate the relationship between supervisor ostracism and employee voice behavior such that supervisor ostracism has a stronger negative effect on voice behavior when traditionality of employee are low rather than high.
出处
《中国管理科学》
CSSCI
CSCD
北大核心
2017年第8期175-183,共9页
Chinese Journal of Management Science
基金
国家自然科学基金资助项目(71372089
71372090)
关键词
领导排斥
员工建言
心理安全
组织自尊
员工传统性
supervisor ostracism
employee voice behavior
psychological safety
organizational based selfesteem
traditionality