基于調節聚焦理論的思想,通過對407名員工與其直接上級配對取樣,探討中國組織情境下仁慈領導對員工建言的影響及其作用機制和邊界條件。研究結果顯示,仁慈領導對員工的建言行為起到促進作用,且以員工心理安全感和個人地位感為中介;除此之外,員工對領導高權力的感知會弱化仁慈領導的正向作用,即員工感知到的領導權力水平越高,仁慈領導對員工建言行為的促進作用越弱,員工的心理安全感和個人地位感在"仁慈領導-建言行為"間的中介效應也越弱。

Based on Regulatory Focus Theory, we conducted a survey towards 407 staff and their immediate superiors, we explored the relationship between benevolent leadership and employee voice as well as the mediation effect of employee psychological safety and sense of personal status under the Chinese organization situation. What’s more, the boundary influence of leader power was also investigated. The data analysis results showed that the benevolent leadership positively related to employee voice behavior and this relationship was based on employees’ psychological safety and sense of personal status for a mediation role. Besides, the moderated mediation results showed that sense of leader power could weaken the positive effect of benevolent leadership that while employee felt more about leaders’ power, the mediation effect of psychological safety or sense of personal status was weaker between benevolent leadership and their voice behavior. At last future directions and limitations are discussed as well.