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題名：領導排斥對員工建言行為的影響及作用機制
書刊名：中國管理科學
作者：李澄鋒／田也壯
出版日期：2017
卷期：2017(8)
頁次：175-183
主題關鍵詞：領導排斥；員工建言；心理安全；組織自尊；員工傳統性；Supervisor ostracism；Employee voice behavior；Psychological safety；Organizational based selfesteem；Traditionality
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  • 被引用次數被引用次數:期刊(1) 博士論文(0) 專書(0) 專書論文(0)
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  • 共同引用共同引用:268
  • 點閱點閱:2
本文旨在研究中國組織情境下領導排斥對員工建言行為的影響以及心理安全和組織自尊在該過程中的中介作用,并就價值觀變量員工傳統性的調節效應作了探討。對262份主管和員工匹配問卷進行層級回歸分析,結果表明,領導排斥對員工建言有顯著的負向影響,心理安全和組織自尊在其中起到部分中介作用;員工傳統性傾向越弱,領導排斥對員工建言的負向影響就越強。
The major purpose of the study is to examine the impact of supervisor ostracism on employee voice behavior in Chinese organizational context.Furthermore,the mediating role of psychological safety and organizational based self-esteem,and the moderating effect of traditionality on the relationship between supervisor ostracism and employee voice behavior are explored.Hierarchical regression analyses on 262 matched samples of employees and supervisors dyads show that:(1)supervisor ostracism related negatively to employee voice behavior;(2)psychological safety and organizational based self-esteem partially mediates the relationship between supervisor ostracism and employee voice behavior;(3)traditionality moderate the relationship between supervisor ostracism and employee voice behavior such that supervisor ostracism has a stronger negative effect on voice behavior when traditionality of employee are low rather than high.
期刊論文
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15.向常春、龍立榮(2013)。參與型領導與員工建言：積極印象管理動機的中介作用。管理評論，25(7)，156-166。  延伸查詢new window
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21.時勘、高利蘋、黃旭(2012)。領導授權行為對員工沉默的影響：信任的調節作用分析。管理評論，24(10)，94-101。  延伸查詢new window
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會議論文
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2.Mok, A.、De, C. D.(2015)。Priming money buffers the negative impact of workplace ostracism on prosocial behavior。Academy of Management 2015 Annual Meeting，(會議日期: August 9-11, 2015)。Vancouver, British Columbia。  new window
3.Zhang, Xiaomeng、Kwan, H. K.(2015)。Workplace ostracism and employee performance outcomes: The pragmatic and psychological effects。2015 Annual Meeting, Academy of Management，(會議日期: August 9-11, 2015)。Vancouver, British Columbia。  new window
4.Liang, Jian、Farh, J. L.(2008)。Promotive and prohibitive voice behavior in organizations: A two-wave longitudinal examination。The Third Conference of the International Association for Chinese Management Research，(會議日期: 2008/06/18-06/22)。Guangzhou。  new window
5.Aryee, S.、Budhwar, P.、Tan, H. H.(2003)。Leader-member exchange and contextual performance: An examination of the mediating influence of organization-based self-esteem。The Annual Meeting of the Academy of Management。Seattle。  new window
圖書
1.Ryan, Kathleen D.、Oestreich, Daniel K.(1991)。Driving fear out of the workplace: How to overcome the invisible barriers to quality, productivity, and innovation。Jossey-Bass Publishers。  new window
2.Kelloway, E. K.(1998)。Using LISREL for structural equation modeling: A researcher's guide。SAGE。  new window
3.Aiken, Leona S.、West, Stephen G.、Reno, Raymond R.(1991)。Multiple regression: Testing and interpreting interactions。Sage。  new window
4.楊國樞(20020000)。華人心理的本土化研究。臺北市：桂冠。new window  延伸查詢new window
 
 
 
 
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