摘要
以成都、北京等地高校、房地产等行业的282名员工为样本,探讨主动性人格对员工建言行为的影响以及领导-成员交换和中庸思维在以上影响过程中所起的中介及调节效应。层级回归分析表明:主动性人格有助于提高员工和上级之间的领导-成员交换,继而促进员工的建言行为;高中庸思维员工更加谨慎对待与上级之间的关系,相对于低中庸思维员工,高中庸思维员工较少因为高质量的领导-成员交换做出更多的建言行为。
Based on questionnaire samples of 282 employees from colleges and enterprises in Chengdu and Beijing, this study examines the effect of proactive personality on employees＇ voice behavior. Hierarchical Regression Modeling （HRM） is employed to analyze the data. Results show that under traditional Chinese organizational context, leader-member exchange partly mediates the relationship between proactive personality and voice behavior. Employees＇ degree of middle-way （zhongyong） mentality has an obvious moderating effect on the relationship between leader-member exchange and voice behavior. Compared with employees with low degree of middle-way mentality, employees with high degree of middle-way mentality are seldom associated with employees＇ voice behavior.
出处
《四川大学学报（哲学社会科学版）》
CSSCI
北大核心
2014年第1期127-134,共8页
Journal of Sichuan University：Philosophy and Social Science Edition
基金
西南财经大学中央高校基本科研业务费专项资金资助项目"员工主动性人格对建言行为的影响机制--以领导成员交换为中介变量的本土实证研究"(JBK1207027)
关键词
主动性人格
建言行为
领导一成员交换
中庸思维
proactive personality, voice behavior, leader-member exchange, middle-way mentality
