摘要
在知识经济的时代,员工建言行为对于组织的重要性不言而喻,但是员工往往表现出与建言行为相反的一面-沉默。论文以问卷调查形式获取的254份原始数据为样本,对领导—部属交换对员工建言行为的影响机制进行了分析,并进一步研究了内部人身份认知在领导—部属交换与建言行为关系中的内在中介机理以及组织身份吸引力在领导—部属交换与内部人身份认知间的调节机理。研究发现,领导—部属交换对企业员工建言行为具有显著的激励作用,并且,这种激励效果主要体现在抑制性建言和促进性建言方面。另外,结果还表明,内部人身份认知在领导—部属交换与员工建言间起中介作用,组织身份吸引力对领导—部属交换与员工内部人身份认知的关系具有显著的调节作用。
In the era of knowledge economy,the importance of employees' voice to an organization is self-evident,but employees often give an opposite performance to that behavior-silence. In this paper,254 copies of the original data in the form of paper questionnaires are collected as a sample to analyze the effect of leader-member exchange on employee suggestions and behaviors,Further studies are conducted to find the intermediary mechanism of internal identity recognition in the relationship of leader-member exchange and employees' voice,as well as the adjust mechanism of organizational identity inherent attractiveness between leader-member exchange and internal identity recognition. The results find that leader-member exchange has a remarkably incentive effect on employees' voice behavior,and the incentives are mainly reflected in the suppression of suggestions and the promotion of suggestions. In addition,we also find that the internal identity recognition plays an intermediary role between leader-member exchange and employees' voice,and the organizational identity inherent attractiveness has a significant effect of adjusting between leader-member exchange and internal identity recognition.
出处
《科学决策》
CSSCI
2015年第4期1-20,共20页
Scientific Decision Making
基金
教育部人文社会科学研究项目(项目编号:11YJA630086)
安徽大学研究生学术研究创新项目(项目编号:yfc100289)
关键词
领导—部属交换
内部人身份认知
员工建言行为
组织身份吸引力
Leader-member exchange
internal identity recognition
employee voice behavior
organizational identity attractiveness
