摘要
组织中普遍存在的员工沉默,对组织和员工的良性发展均存在极大的负面影响。从社会认知视角出发,实证检验了基于自我保护动机的内隐建言信念与员工沉默行为的关系,并立足本土情境,考察了中庸思维和上下属关系在该过程中所起的作用。结果显示,基于自我保护动机的内隐建言信念对默许沉默、防御沉默和漠视沉默均具有显著的正向作用。中庸思维和上下属关系是内隐建言信念影响员工沉默重要的边界条件,表现为中庸思维调节了内隐建言信念与防御沉默和漠视沉默的正向关系,员工的中庸思维程度越高,内隐建言信念与防御沉默和漠视沉默的正向关系越强;上下属关系调节了内隐建言信念与默许沉默和漠视沉默的正向关系,员工与领导的上下属关系越强,内隐建言信念与默许沉默和漠视沉默的正向关系越强。
Employee silence is common in organizations and has great negative impact on the healthy development of organizations and employees. Drawing on the theory of social cognitive, we test the relationship between self-protective implicit voice theory and employee silence and examine the role of Zhongyong and Guanxi in the process. The results show that self-protective implicit voice belief has significant positive effect on acquiescence si- lence, defensive silence and disregard silence. Zhongyong has positively moderated the positive relationship between self-protective implicit voice belief and defensive silence and disregard silence. And Guanxi has moderated the positive relationship between self-protective implicit voice belief and acquiescence silence gard silence.
出处
《科学学与科学技术管理》
CSSCI
北大核心
2016年第10期153-163,共11页
Science of Science and Management of S.& T.
基金
国家社会科学基金项目(11BTJ004)
关键词
内隐建言信念
员工沉默
中庸
上下属关系
implicit voice theory
employee silence
Zhongyong
Guanxi positively and disre-
