摘要
通过对354个样本数据的实证分析,验证了员工大五人格特质和组织投入对建言行为的作用机制.结果表明:大五人格是影响员工建言行为的重要前因变量,且对组织认同具有预测效力.严谨性、宜人性和开放性对促进性建言、抑制性建言均存在显著的正向影响;严谨性、宜人性和外向性与组织认同呈显著的正相关关系.组织认同正向预测员工建言行为,并在人格特质与建言行为之间起到部分中介作用.
Through the empirical analysis of 345 samples,this paper explored the mechanism of the impact of Big Five personality traits and organizational identification on employee voice behavior.The result shows that,Big Five personality is an important antecedent variable of employee voice behavior and an effect predictor of organizational identification.Conscientiousness,Agreeableness,and Openness have significant positive influences on both promotive and prohibitive voice behavior.while Conscientiousness,Agreeableness,Extraversion are significantly and positively related to organizational identification,which positively predicts employee voice behavior and partially mediates personality traits and employee voice behavior.
作者
王莉
刘海兵
WANG Li, LIU Hai-bing(School of Economics and Management,Lanzhou Jiaotong University,Lanzhou 730070,China)
出处
《兰州交通大学学报》
CAS
2018年第3期116-121,共6页
Journal of Lanzhou Jiaotong University
基金
甘肃省科技支撑计划项目(1304FKCA067)
甘肃省科技厅软科学项目(17CX1ZA014)
兰州交通大学"百名青年优秀人才培养计划"资助(152022)
关键词
“大五”人格
组织认同
抑制性建言
促进性建言
Big Five personality
organizational identification
promotive voice
prohibitive voice
