威权领导与下属建言的关系:一个跨层分析被引量：24

The relationship between authoritarian leadership and subordinates' voice:A cross-level analysis

导出

摘要以65个团队中的65位管理者以及264位下属为研究对象,运用跨层次分析方法,探讨了团队的威权领导对下属建言上司和建言同事行为的影响,以及领导-成员交换、团队-成员交换的中介效应和关系流行度的调节效应。结果发现:威权领导对下属建言上司和建言同事均有消极影响;领导-成员交换在威权领导与下属建言上司关系中起中介作用,团队-成员交换在威权领导与下属建言同事关系中起中介作用;关系流行度正向调节了领导-成员交换与建言上司之间的关系,对团队-成员交换与建言同事之间的关系调节作用不显著。 This study tested the influence and mechanisms of authoritarian leadership on speaking up and speaking out,including the mediating role of leader- member exchange（ LMX） and team- member exchange（ TMX）,and the moderating role of guanxi prevalence. Data were collected from 264 employees and their immediate supervisors. Theoretical hypotheses were tested by HLM and the results of HLM analysis revealed that authoritarian leadership had a significant negative influence on both speaking up and speaking out. LMX mediated the relationship between authoritarian leadership and speaking up,and TMX mediated the relationship between authoritarian leadership and speaking out. As a moderator,guanxi prevalence strengthened the positive relation between LMX and speaking up. But the moderating role of guanxi prevalence on the relation between TMX and speaking out was not significant.

作者邱功英龙立荣

机构地区华中科技大学管理学院

出处《科研管理》 CSSCI 北大核心 2014年第10期86-93,共8页 Science Research Management

基金国家自然科学基金重点项目<转型期和谐劳动关系:分享型领导员工心理契约与人力资源策略研究>(71232001) 起止时间:2013.1-2017.12 国家自然科学基金面上项目<绩效薪酬强度对突破性创新行为的影响:内在动机的保护机制>(71071064) 起止时间:2011.1-2013.12

关键词威权领导建言行为领导-成员交换团队-成员交换关系 authoritarian leadership voice behavior leader-member exchange team-member exchange guanxi

分类号 F279.23 [经济管理—企业管理]

引文网络
相关文献

参考文献34

1Fuller J B, Marler L E, Hester K. Promoting felt responsibili- ty for constructive change and proaetive behavior: Exploring aspects of an elaborated model of work design[ J]. Journal of Organizational Behavior, 2006, 27 (8) : 1089 - 1120.
2Van Dyne L, LePine J A. Helping and voice extra - role be- haviors : Evidence of construct and prlictivv validity[ J]. A- cademy of Management Journal, 1998, 41 ( 1 ) : 108 - 119.
3Whiting S W, Podsakoff P M, Pierce J R. Effects of task per- formance, helping, voice, and organizational loyalty on per- formance appraisal ratings [ J ]. Journal of Applied Psychol- ogy, 2008, 93(1): 125-139.
4Morrison E W. Employee voice behavior: Integration and di- rections for future research[ J]. Academy of Management An- nals, 2011,5(1): 373-412.
5Milliken F J, Morrison E W, Hcwlin P F. An exploratory study of employee silence: Issues that employees don' t com- municate upward and why[ J]. Journal of Management Stud- ies, 2003, 40(6) : 1453 -1476.
6LePine J A, Van Dyne L. Voice and cooperative behavior as contrasting forms of contextual performance : Evidence of dif- ferential relationships with big five personality characteristics and cognitive ability [ J ]. Journal of Applied Psychology, 2001, 86(2): 326-336.
7段锦云,魏秋江.建言效能感结构及其在员工建言行为发生中的作用[J].心理学报,2012,44(7):972-985. 被引量：75
8Detert J R, Burris E R. Leadership behavior and employee voice: Is the door really open? [J]. Academy of Manage- ment Journal, 2007, 50(4) : 869 -884.
9Liu W, Zhu R, Yang Y. 1 warn you because I like you: Voice behavior, employee identifications, and transformation- al leadership[J]. Leadership Quarterly, 2010, 21 ( 1 ) : 189 - 202.
10李锐,凌文辁,柳士顺.上司不当督导对下属建言行为的影响及其作用机制[J].心理学报,2009,41(12):1189-1202. 被引量：111

二级参考文献118

1龙立荣,刘亚.组织不公正及其效果研究述评[J].心理科学进展,2004,12(4):584-593. 被引量：60
2陆昌勤,凌文辁,方俐洛.管理自我效能感与一般自我效能感的关系[J].心理学报,2004,36(5):586-592. 被引量：84
3段锦云,钟建安.组织中的进谏行为[J].心理科学,2005,28(1):69-71. 被引量：100
4凌文辁,杨海军,方俐洛.企业员工的组织支持感[J].心理学报,2006,38(2):281-287. 被引量：397
5段锦云,王重鸣,钟建安.大五和组织公平感对进谏行为的影响研究[J].心理科学,2007,30(1):19-22. 被引量：84
6吴宗佑.由不当督导到情绪枯竭:部署正义知觉与情绪劳动的中介效果[J].中华心理学刊,2008,50:201-221.
7Aiken, L. S., & West, S. G. (1991). Multiple regression. Testing and interpreting interactions. Newbury Park, CA: Sage.
8Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology. 92, 191-201.
9Aryee, S., Sun, L. Y., Chen, Z. X., & Debrah, Y. A. (2008). Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure. Management and Organization Review, 4, 393-411.
10Ashford, S. J., Rothbard, N. P., Piderit, S. K., & Dutton, J. E. (1998). Out on a limb: The role of context and impression management in selling gender equity issues. Administrative Science Quarterly, 43, 23-57.