领导者信息共享与集体主义对员工促进性建言的影响机制研究
|
摘要
基于社会认知理论,在个体层面综合考察领导者信息共享行为和集体主义对员工促进性建言产生影响的内在机制及其交互作用。实证研究结果表明:领导者信息共享与促进性建言显著正相关;集体主义与促进性建言显著正相关;内部人身份认知在领导者信息共享与促进性建言之间发挥部分中介作用;内部人身份认知在集体主义与促进性建言之间发挥部分中介作用;集体主义负向调节领导者信息共享与员工内部人身份认知之间的关系,即对低集体主义的员工而言,领导者信息共享对内部人身份认知的影响更为强健。
Drawing on social cognition theory,the study examines the impact of leader's information sharing,collectivism and their interactive effect on employee voice behavior.The empirical results indicate that:leader's information sharing and collectivism are positively associated with promotive voice behavior;perceived insider status partly mediates the relationship between leader's information sharing and promotive voice behavior;perceived insider status partly mediates the relationship between collectivism and promotive voice behavior;the collectivism negatively moderates the relationship between leader's information sharing and perceived insider status,namely,the positive relationship of leader's information sharing with perceived insider status is stronger when employee's collectivism is lower.
Drawing on social cognition theory,the study examines the impact of leader's information sharing,collectivism and their interactive effect on employee voice behavior.The empirical results indicate that:leader's information sharing and collectivism are positively associated with promotive voice behavior;perceived insider status partly mediates the relationship between leader's information sharing and promotive voice behavior;perceived insider status partly mediates the relationship between collectivism and promotive voice behavior;the collectivism negatively moderates the relationship between leader's information sharing and perceived insider status,namely,the positive relationship of leader's information sharing with perceived insider status is stronger when employee's collectivism is lower.
引文
[1]LAM C K,HUANG X,CHAN S C H.The Threshold Effect of Participative Leadership and the Role of Leader Information Sharing[J].Academy of Management Journal,2015,58(3):836~855
[2]梁建.道德领导与员工建言:一个调节-中介模型的构建与检验[J].心理学报,2014,46(2):252~264
[3]LEE C Y.Perception and Development of Total Quality Management in Small Manufacturers:An Exploratory Study in China[J].Journal of Small Business Management,2004,42(1):102~115
[4]徐世勇,欧阳侃.基于参照认知理论视角的领导公平与信息公平对组织报复行为的影响研究[J].管理学报,2012,9(10):1 457~1 463
[5]于米.个人/集体主义倾向与知识分享意愿之间的关系研究:知识活性的调节作用[J].南开管理评论,2011,14(6):149~157
[6]ARNOLD J A,ARAD S,RHOADES J A,et al.The Empowering Leadership Questionnaire:The Construction and Validation of a New Scale for Measuring Leader Behaviors[J].Journal of Organizational Behavior,2000,21(3):249~269
[7]DINEEN B R,LEWICKI R J,TOMLINSON E C.Supervisory Guidance and Behavioral Integrity:Relationships with Employee Citizenship and Deviant Behavior[J].Journal of Applied Psychology,2006,91(3):622~635
[8]CHAN S C H.Paternalistic Leadership and Employee Voice:Does Information Sharing Matter?[J]Human Relations,2014,67(6):667~693
[9]GAO L,JANSSEN O,SHI K.Leader Trust and Employee Voice:The Moderating Role of Empowering Leader Behaviors[J].The Leadership Quarterly,2011,22(4):787~798
[10]LIANG J,FARH C I C,FARH J L.Psychological Antecedents of Promotive and Prohibitive Voice:A Two-Wave Examination[J].Academy of Management Journal,2012,55(1):71~92
[11]梁永奕,严鸣,储小平.辱虐管理研究新进展:基于多种理论视角的梳理[J].外国经济与管理,2015,37(12):59~72
[12]OLKKONEN M E,LIPPONEN J.Relationships between Organizational Justice,Identification with Organization and Work Unit,and Group-Related Outcomes[J].Organizational Behavior and Human Decision Processes,2006,100(2):202~215
[13]PARKER S K,AXTELL C M.Seeing Another Viewpoint:Antecedents and Outcomes of Employee Perspective Taking[J].Academy of Management Journal,2001,44(6):1 085~1 100
[14]李锐,凌文辁,柳士顺.传统价值观、上下属关系与员工沉默行为——一项本土文化情境下的实证探索[J].管理世界,2012(3):127~140,150
[15]李宗波,陈红.上下属关系对员工知识分享行为的影响:组织认同和集体主义导向的作用[J].管理工程学报,2015,29(3):30~38
[16]OYSERMAN D,COON H M,KEMMELMEIER M.Rethinking Individualism and Collectivism:Evaluation of Theoretical Assumptions and Meta-Analyses[J].Psychological Bulletin,2002,128(1):3~72
[17]HUI C,LEE C,WANG H.Organizational Inducements and Employee Citizenship Behavior:The Mediating Role of Perceived Insider Status and the Moderating Role of Collectivism[J].Human Resource Management,2015,54(3):439~456
[18]陈文平,段锦云,田晓明.员工为什么不建言:基于中国文化视角的解析[J].心理科学进展,2013,21(5):905~913
[19]FINKELSTEIN M A.Individualism/Collectivism and Organizational Citizenship Behavior:An Integrative Framework[J].Social Behavior and Personality:An International Journal,2012,40(10):1 633~1 644
[20]STAMPER C L,MASTERSON S S.Insider or Outsider?How Employee Perceptions of Insider Status Affect Their Work Behavior[J].Journal of Organizational Behavior,2002,23(8):875~894
[21]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1 371~1 382
[22]AMUNDSEN S,MARTINSEN L.Empowering Leadership:Construct Clarification,Conceptualization,and Validation of a New Scale[J].The Leadership Quarterly,2014,25(3):487~511
[23]CHEN Z X,ARYEE S.Delegation and Employee Work Outcomes:An Examination of the Cultural Context of Mediating Processes in China[J].Academy of Management Journal,2007,50(1):226~238
[24]赵红丹,汤先萍.内部人身份认知研究述评[J].外国经济与管理,2015,37(4):56~65
[25]ZHANG X,BARTOL K M.Linking Empowering Leadership and Employee Creativity:The Influence of Psychological Empowerment,Intrinsic Motivation,and Creative Process Engagement[J].Academy of Management Journal,2010,53(1),107~128
[26]HUANG X.Helplessness of Empowerment:The Joint Effect of Participative Leadership and Controllability Attributional Style on Empowerment and Performance[J].Human Relations,2012,65(3):313~334
[27]PODSAKOFF P M,MACKENZIE S B,LEE J Y,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].Journal of Applied Psychology,2003,88(5):879~903
[28]AIKEN L S,WEST S G.Multiple Regression:Testing and Interpreting Interactions[M].Newbury Park:Sage Publication,1991
[29]EDWARDS J,LAMBERT L.Methods for Integrating Moderation and Mediation:A General Analytical Framework Using Moderated Path Analysis[J].Psychological Methods,2007,12(1):1~22
[30]LI S L,QI J.Power Sharing and Task Performance:The Role of Work Engagement and Traditionality[J].Social Behavior and Personality:An International Journal,2015,43(5):767~776
[2]梁建.道德领导与员工建言:一个调节-中介模型的构建与检验[J].心理学报,2014,46(2):252~264
[3]LEE C Y.Perception and Development of Total Quality Management in Small Manufacturers:An Exploratory Study in China[J].Journal of Small Business Management,2004,42(1):102~115
[4]徐世勇,欧阳侃.基于参照认知理论视角的领导公平与信息公平对组织报复行为的影响研究[J].管理学报,2012,9(10):1 457~1 463
[5]于米.个人/集体主义倾向与知识分享意愿之间的关系研究:知识活性的调节作用[J].南开管理评论,2011,14(6):149~157
[6]ARNOLD J A,ARAD S,RHOADES J A,et al.The Empowering Leadership Questionnaire:The Construction and Validation of a New Scale for Measuring Leader Behaviors[J].Journal of Organizational Behavior,2000,21(3):249~269
[7]DINEEN B R,LEWICKI R J,TOMLINSON E C.Supervisory Guidance and Behavioral Integrity:Relationships with Employee Citizenship and Deviant Behavior[J].Journal of Applied Psychology,2006,91(3):622~635
[8]CHAN S C H.Paternalistic Leadership and Employee Voice:Does Information Sharing Matter?[J]Human Relations,2014,67(6):667~693
[9]GAO L,JANSSEN O,SHI K.Leader Trust and Employee Voice:The Moderating Role of Empowering Leader Behaviors[J].The Leadership Quarterly,2011,22(4):787~798
[10]LIANG J,FARH C I C,FARH J L.Psychological Antecedents of Promotive and Prohibitive Voice:A Two-Wave Examination[J].Academy of Management Journal,2012,55(1):71~92
[11]梁永奕,严鸣,储小平.辱虐管理研究新进展:基于多种理论视角的梳理[J].外国经济与管理,2015,37(12):59~72
[12]OLKKONEN M E,LIPPONEN J.Relationships between Organizational Justice,Identification with Organization and Work Unit,and Group-Related Outcomes[J].Organizational Behavior and Human Decision Processes,2006,100(2):202~215
[13]PARKER S K,AXTELL C M.Seeing Another Viewpoint:Antecedents and Outcomes of Employee Perspective Taking[J].Academy of Management Journal,2001,44(6):1 085~1 100
[14]李锐,凌文辁,柳士顺.传统价值观、上下属关系与员工沉默行为——一项本土文化情境下的实证探索[J].管理世界,2012(3):127~140,150
[15]李宗波,陈红.上下属关系对员工知识分享行为的影响:组织认同和集体主义导向的作用[J].管理工程学报,2015,29(3):30~38
[16]OYSERMAN D,COON H M,KEMMELMEIER M.Rethinking Individualism and Collectivism:Evaluation of Theoretical Assumptions and Meta-Analyses[J].Psychological Bulletin,2002,128(1):3~72
[17]HUI C,LEE C,WANG H.Organizational Inducements and Employee Citizenship Behavior:The Mediating Role of Perceived Insider Status and the Moderating Role of Collectivism[J].Human Resource Management,2015,54(3):439~456
[18]陈文平,段锦云,田晓明.员工为什么不建言:基于中国文化视角的解析[J].心理科学进展,2013,21(5):905~913
[19]FINKELSTEIN M A.Individualism/Collectivism and Organizational Citizenship Behavior:An Integrative Framework[J].Social Behavior and Personality:An International Journal,2012,40(10):1 633~1 644
[20]STAMPER C L,MASTERSON S S.Insider or Outsider?How Employee Perceptions of Insider Status Affect Their Work Behavior[J].Journal of Organizational Behavior,2002,23(8):875~894
[21]尹俊,王辉,黄鸣鹏.授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用[J].心理学报,2012,44(10):1 371~1 382
[22]AMUNDSEN S,MARTINSEN L.Empowering Leadership:Construct Clarification,Conceptualization,and Validation of a New Scale[J].The Leadership Quarterly,2014,25(3):487~511
[23]CHEN Z X,ARYEE S.Delegation and Employee Work Outcomes:An Examination of the Cultural Context of Mediating Processes in China[J].Academy of Management Journal,2007,50(1):226~238
[24]赵红丹,汤先萍.内部人身份认知研究述评[J].外国经济与管理,2015,37(4):56~65
[25]ZHANG X,BARTOL K M.Linking Empowering Leadership and Employee Creativity:The Influence of Psychological Empowerment,Intrinsic Motivation,and Creative Process Engagement[J].Academy of Management Journal,2010,53(1),107~128
[26]HUANG X.Helplessness of Empowerment:The Joint Effect of Participative Leadership and Controllability Attributional Style on Empowerment and Performance[J].Human Relations,2012,65(3):313~334
[27]PODSAKOFF P M,MACKENZIE S B,LEE J Y,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].Journal of Applied Psychology,2003,88(5):879~903
[28]AIKEN L S,WEST S G.Multiple Regression:Testing and Interpreting Interactions[M].Newbury Park:Sage Publication,1991
[29]EDWARDS J,LAMBERT L.Methods for Integrating Moderation and Mediation:A General Analytical Framework Using Moderated Path Analysis[J].Psychological Methods,2007,12(1):1~22
[30]LI S L,QI J.Power Sharing and Task Performance:The Role of Work Engagement and Traditionality[J].Social Behavior and Personality:An International Journal,2015,43(5):767~776