摘要
研究以333名国企员工为研究对象,采用问卷调查法,研究探索了仁慈领导对员工沉默行为的影响以及组织内自尊的中介作用和员工面子的调节作用。研究结果发现:仁慈领导负向预测员工沉默行为,组织内自尊在此过程中起中介作用;面子正向调节组织内自尊和员工沉默之间的关系,即面子意识越高,两者之间的负向关系越弱,不光如此,面子意识还调节组织内自尊对"仁慈领导—员工沉默行为"之间关系的中介作用。
Employee silence refers to the intentional withholding of information by employees from others. It is a potentially dangerous impediment to organizational change and development and is likely to pose a significant obstacle to the development of truly pluralistic organizations. In the present study, we intended to find the influencing factors of silence behavior in the context of Chinese organizations. Based on 333 samples in manufacturing state-owned corporations of China with questionnaire-based field study, the results showed that： （1） Benevolent leadership had a salient positive effect on silence behavior; （2） Benevolent leadership influenced silence behavior partially by organization-based self-esteem; （ 3 ） Face positively moderated the relationship between organization-based self-esteem and employee silence behavior, that is to say, the higher the face consciousness was, the weaker the negative relationship between the two was. Moreover, the mediating effect of organization-based self-esteem on the relation between silence behavior and benevolent leadership was moderated by face.
出处
《应用心理学》
CSSCI
2014年第4期306-315,共10页
Chinese Journal of Applied Psychology
基金
国家自然科学基金(71372180)
浙江省自然科学基金(LY14G020010)
江苏省"青蓝工程"优秀青年骨干教师项目
关键词
员工沉默行为
仁慈领导
组织内自尊
面子
自我调节理论
employee silence behavior, benevolent leadership, organization-based self-esteem,face, self-regulation theory
