摘要
为什么组织成员明明认识到组织中存在某方面的潜在问题,而且知道该问题如果得到改进将有利于组织的发展,但是他们却选择了沉默。员工沉默行为使得组织丧失了大量的改进和优化机会,而且对于员工自身来说也是一种工作懈怠的表现。所以,研究沉默行为对于企业组织理论的发展以及企业的实践经营,都有重要意义。文章在分布于全国22个城市的企业中收集员工数据,通过实证研究分析了来自组织、领导、个人三个不同方面的因素,分别对于三种沉默行为的影响。研究结果表明,不同因素对不同的沉默行为具有完全不同的影响,特别是分配越公平,员工沉默行为程度却是越高,这与现有理论假设完全相反。文章尝试从本土化原因进行解析。同时,文章在数据处理过程中加入了对社会赞许性问题和同源误差的分析,使得研究更为规范完整。
Why Employees prone to choose silence when they realized some problems in their organization？Even they know the problems can be solved to improve organizational efficiency. Therefore,employee silence is unfavorable for organization development,at the same time for the employees themselves employee silence is also a working slack performance.Research on employee silence has much important theoretical and practical meaning. This paper based on the data from different firm types in 22 cities of China,empirically analyzes how the organizational,leadership and individual factors affect three different kinds of employee silence behavior.The result shows,employee silence behavior is affected by various factors.In particular,this paper finds out that the more equitable distribution of staff is the higher degree of silent behavior,which is envisaged in the opposite theory,the article attempts to resolve the cause of localization.Moreover,this paper also provides analysis of social desirability responding tendency and common method variance,in order to make the paper canonical and complete.The contribution of this research is adding valuable Chinese culture factors in current studies of employee silence.Meanwhile it is also a positive attempt to show to promote indigenous researches.This paper is trying to build a full model of employee silence,and giving the data support to those indigenous hypotheses.But to be honesty,this research still has some deficiencies.In the first place,the author did not make an in-depth discussion of the other facts that may affect the employee silence. Such as the type of enterprises,samples in this research did not distribute equally but concentrated in certain type,so objective facts are neglected.Until now,the overwhelming majority researches only focus on those subjective variables,follow-up works should pay enough attention to objective elements,furthermore the interaction between the subjective and objective facts.Secondly,this paper only discuses about the cause of employee silence, b
出处
《南开管理评论》
CSSCI
北大核心
2010年第3期45-52,共8页
Nankai Business Review
基金
广东外语外贸大学211工程项目(200909)
国家自然科学基金项目(70872118)
国家自然科学基金重点项目(70732005)资助
关键词
沉默行为
组织公平
信任领导
心理安全感
社会赞许性
Employee Silence
Organizational Justice
Trust in Supervisor
Psychological Safety
Social Desirability Responding Tendency
