因公平而进谏? 人际公平对建言行为的多层次影响
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摘要
组织公平与员工建言行为之间的关系已经受到广泛关注,然而对于人际公平这一特定维度的公平,还鲜有针对性研究分析其对员工建言行为的影响以及作用机制。基于207份领导-下属配对样本数据,本文对人际公平与员工建言行为二者的关系、作用机制及边界条件进行研究。具体而言,本文分别探索了人际公平对促进性建言和抑制性建言行为的影响,以及心理授权在上述关系中的中介作用,同时结合团队人际公平强度,探讨了这一效应的边界条件。结果表明,人际公平与员工促进性建言行为呈正相关关系,而与抑制性建言行为之间的关系不显著;心理授权在人际公平与促进性建言行为的关系中起着中介作用。同时,这一效应受到团队人际公平强度的调节性影响,即在团队的人际公平强度较高时,人际公平通过提升下属心理授权正向影响员工促进性建言的效应越强,而在团队人际公平强度较低时,这一间接效应不显著。本研究对发展公平领域的相关研究以及促进员工建言有着重要理论价值和实践意义。
The relationship between organizational justice and employee voice behavior has aroused extensive attention in current literature. However, with respect to specific interpersonal aspect of justice, there is still scarce of research investigating the relationship between it and employee voice behavior. Based on the 207 leader-follower paired data sample, this paper examined the effect of interpersonal justice on promotive and prohibitive voice behavior, and also the mechanism and boundary conditions of this effect. The results of our study showed that interpersonal justice was positively associated with employee promotive voice, but had no significant relationship with prohibitive voice. Psychological empowerment mediated the positive relationship between interpersonal justice and promotive voice. Moreover, we found that the strength of team interpersonal justice played a moderating role in the effect of interpersonal justice on voice behavior such that this mediated relationship was positively significant when team interpersonal justice strength was high, but not significant when the strength of team interpersonal justice was low. Our findings provide implications for research on voice and justice and also inform empirical development for voice management in the field.
The relationship between organizational justice and employee voice behavior has aroused extensive attention in current literature. However, with respect to specific interpersonal aspect of justice, there is still scarce of research investigating the relationship between it and employee voice behavior. Based on the 207 leader-follower paired data sample, this paper examined the effect of interpersonal justice on promotive and prohibitive voice behavior, and also the mechanism and boundary conditions of this effect. The results of our study showed that interpersonal justice was positively associated with employee promotive voice, but had no significant relationship with prohibitive voice. Psychological empowerment mediated the positive relationship between interpersonal justice and promotive voice. Moreover, we found that the strength of team interpersonal justice played a moderating role in the effect of interpersonal justice on voice behavior such that this mediated relationship was positively significant when team interpersonal justice strength was high, but not significant when the strength of team interpersonal justice was low. Our findings provide implications for research on voice and justice and also inform empirical development for voice management in the field.
引文
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4 .李方君,祁婷婷.(2017).员工建言能提高工作绩效吗?建言采纳与自我效能感的作用.中国人力资源开发, 34(8), 71-82.
5 .梁建.(2014).道德领导与员工建言:一个调节-中介模型的构建与检验.心理学报, 46(2), 252-264.
6 .刘生敏.(2016).员工权力距离对其抑制性建言的影响:真实型领导的调节作用.中国人力资源开发, 33(19), 46-55.
7 .刘生敏,廖建桥.(2016).“禽”中纳谏:多层次真实型领导对员工和团队抑制性建言的影响.管理工程学报,(2), 142-151.
8 .汪林,储小平,黄嘉欣,陈戈.(2010).与高层领导的关系对经理人“谏言”的影响机制——来自本土家族企业的经验证据.管理世界,(5), 108-117.
9 .吴艳,温忠麟.(2011).结构方程建模中的题目打包策略.心理科学进展, 19(12), 1859-1867.
10 .王雁飞,黄佳信,朱瑜.(2018).基于认知-情感整合视角的包容型领导与建言行为关系研究.管理学报, 15(9), 1311-1318.
11 .杨晶照,杨东涛,赵顺娣,姜林娣.(2011).工作场所中员工创新的内驱力:员工创造力自我效能感.心理科学进展, 19(9), 1363-1370.
12 .郑晓明,刘鑫.(2016).互动公平对员工幸福感的影响:心理授权的中介作用与权力距离的调节作用.心理学报, 48(6), 693-709.
13 .张燕,解蕴慧,王泸.(2015).组织公平感与员工工作行为:心理安全感的中介作用.北京大学学报(自然科学版), 51(1), 180-186.
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2 .陈思,李锡元,陆欣欣.(2016).基于调节焦点作用的员工建言行为动机研究.管理学报, 13(4), 551-559.
3 .何轩.(2009).互动公平真的就能治疗“沉默”病吗?——以中庸思维作为调节变量的本土实证研究.管理世界,(4), 128-134.
4 .李方君,祁婷婷.(2017).员工建言能提高工作绩效吗?建言采纳与自我效能感的作用.中国人力资源开发, 34(8), 71-82.
5 .梁建.(2014).道德领导与员工建言:一个调节-中介模型的构建与检验.心理学报, 46(2), 252-264.
6 .刘生敏.(2016).员工权力距离对其抑制性建言的影响:真实型领导的调节作用.中国人力资源开发, 33(19), 46-55.
7 .刘生敏,廖建桥.(2016).“禽”中纳谏:多层次真实型领导对员工和团队抑制性建言的影响.管理工程学报,(2), 142-151.
8 .汪林,储小平,黄嘉欣,陈戈.(2010).与高层领导的关系对经理人“谏言”的影响机制——来自本土家族企业的经验证据.管理世界,(5), 108-117.
9 .吴艳,温忠麟.(2011).结构方程建模中的题目打包策略.心理科学进展, 19(12), 1859-1867.
10 .王雁飞,黄佳信,朱瑜.(2018).基于认知-情感整合视角的包容型领导与建言行为关系研究.管理学报, 15(9), 1311-1318.
11 .杨晶照,杨东涛,赵顺娣,姜林娣.(2011).工作场所中员工创新的内驱力:员工创造力自我效能感.心理科学进展, 19(9), 1363-1370.
12 .郑晓明,刘鑫.(2016).互动公平对员工幸福感的影响:心理授权的中介作用与权力距离的调节作用.心理学报, 48(6), 693-709.
13 .张燕,解蕴慧,王泸.(2015).组织公平感与员工工作行为:心理安全感的中介作用.北京大学学报(自然科学版), 51(1), 180-186.
14 . Adams, J. S.(1965). Inequity in social exchange. In L. Berkowitz(Ed.), Advances in experimental social psychology(Vol. 2, pp. 267-299).New York:Academic Press.
15 . Amabile, T. M.(1988). A model of creativity and innovation in organizations. Research in Organizational Behavior, 10(1), 123-167.
16 . Ambrose, M. L.,&Schminke, M.(2003). Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and supervisory trust. Journal of Applied Psychology, 88(2), 295-305.
17 . Ambrose,M.L.,Schminke,M.,&Mayer,D.M.(2013).Trickle-downeffectsofsupervisorperceptionsofinteractionaljustice:A moderated mediation approach. Journal of Applied Psychology, 98(4),678-689.
18 . Ashford,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(1), 23-57.
19 . Baron, R. M.,&Kenny, D. A.(1986). The moderator-mediator variabledistinctioninsocialpsychologicalresearch:Conceptual,strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
20 .Bies,R.J.,&Moag,J.S.(1986).Interactionaljustice:Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard,&M.H. Bazerman(Eds.), Research on Negotiation in Organizations(pp. 43-
55 ). Greenwich, CT:JAI Press.
21 . Brislin, R. W.(1986). The wording and translation of research instruments. In W. J. Lonner&J. W. Berry(Eds.), Field methods in crosscultural research(pp. 137-164). Beverly Hills, CA:Sage.
22 .Burris,E.R.(2012). Therisksandrewardsofspeakingup:Managerialresponsestoemployeevoice. AcademyofManagement Journal, 55(4), 851-875.
23 . Burris, E. R., Rockmann, K. W.,&Kimmons, Y. S.(2017). The Value of Voice to Managers:Employee Identification and the Content of Voice. Academy of Management Journal, 60(6), 2099-2125.
24 . Chamberlin, M., Newton, D. W.,&Lepine, J. A.(2017). A metaanalysis of voice and its promotive and prohibitive forms:Identification of key associations, distinctions, and future research directions. Personnel Psychology, 70(1), 11-71.
25 .Chan,D.(1998).Functionalrelationsamongconstructsin thesamecontentdomainatdifferentlevelsofanalysis:Atypologyof composition models. Journal of Applied Psychology, 83(2), 234-246.
26 . Chen, X. P., He, W.,&Weng, L. C.(2018). What is wrong with treatingfollowersdifferently? Thebasisofleader-memberexchange differentiation matters. Journal of Management, 44(3), 946-971.
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