摘要
当前研究大多认为建言是员工关心组织的发展而提出与工作相关的意见或建议的行为。本文基于自我调节理论,认为员工也有可能因关心自身的利益而做出建言行为,从而进一步提出,建言是员工在受到不公平对待后,在负面情绪的驱动下做出的具有积极意义的适应性行为,并探讨了该建言行为的形成机制。通过一个实验和一项问卷调查,研究发现:心理契约破裂对建言有正向影响;负面情绪(不满、失望和懊悔)在心理契约破裂与建言之间起中介作用;建言效能感不仅正向调节负面情绪与建言之间的关系,而且正向调节负面情绪在心理契约破裂与建言之间的间接效应。本文深化了建言的内涵,扩充了心理契约破裂的影响研究,对促进员工建言和提高雇佣关系质量具有重要意义。
To date,voice is commonly defined as employees’expressing of work-related ideas or suggestions because of caring about organization development.The present paper,from the perspective of self-regulation theory,holds that employees could express work-related ideas or advice because of caring about their own benefits and further argues that voice is employees’positive and adaptative coping strategy motivated by negative emotions after employees receive unfair treatment.Through an experiment and a field survey,we find that psychological contract breach triggers employees’negative emotions but positive voice behaviour.Negative emotions(dissatisfaction,disappointment and regret)work as the mediator in the relationship between psychological contract breach and voice.Moreover,employees’voice efficacy moderates not only the effect of negative emotions on voice,but also the indirect effect of psychological contract breach on voice via negative emotions.This study broadens the connotation of voice,enriches studies on the impact of psychological contract breach and offers suggestions on improving employment relationship quality.
作者
蔡文著
余莉
Cai Wenzhu;Yu Li(School of Business Administration,Jiangxi University of Finance and Economics,Nanchang 330032;College of Modern Economics&Management,Jiangxi University of Finance and Economics,Jiujiang 332020)
出处
《管理评论》
CSSCI
北大核心
2024年第4期179-191,共13页
Management Review
基金
国家自然科学基金项目(72362020)
江西省研究生创新专项资金项目(YC2020-B093)。
关键词
心理契约破裂
负面情绪
建言效能感
员工建言
自我调节理论
psychological contract breach
negative emotion
voice efficacy
employee voice
self-regulation theory
