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Alternative TitleThe upward voice behavior: An analysis from the perspective of supervisory trustworthiness
周浩1; 刘安妮2
Source Publication管理工程学报
Contribution Rank2
Other AbstractFacing severe economic situation and fierce competition, organizations need to keep improving all business aspects. Employees' voice behaviors, as an important source of innovative ideas, play an important role to achieve innovations and gain core competitiveness for organizations. Voice behavior is defined as one kind of intentional behaviors by employees to deliver constructive opinions and ideas on work-related issues. Voice behavior is a typical kind of voluntary behaviors with risk, as it challenges the status quo and often threatens managers. Based on different targets, voice behavior includes speaking up (supervisor as the target) and speaking out (colleagues as the target). In this study, we focus on speaking up, the upward voice behavior. The existing studies have already shown that voice behavior was affected by various factors, such as individual attitudes, individual characteristics and leadership styles. However, few scholars explored the relationship between trust and voice behavior, especially from the perspective of supervisory trustworthiness. Based on the resource constraint theory and social exchange theory, we put forward that supervisory trustworthiness has a positive influence on speaking up. The ability to focus and affective commitment play as mediators, whereas impact play as a moderator in the first stage of the mediation model. Data were collected in a communication company from China by questionnaires. The sample included 205 supervisor-subordinate pairs. Hierarchal regression analysis was adopted to examine the link between supervisory trustworthiness and speaking up by focusing on the mediating roles of ability to focus as well as supervisory affective commitment, and the moderating role of impact. The results showed that supervisory trustworthiness was positively related to speaking up, and that relationship was partially mediated by the ability to focus and supervisory affective commitment. We also found that impact negatively moderated the relationship between supervisory trustworthiness and ability to focus, and for those with low impact, supervisory trustworthiness had a stronger effect on the ability to focus. These findings indicate that supervisory trustworthiness can effectively stimulate subordinates' speaking up. Besides, this study also reveals the mediation mechanism and boundary condition of supervisory trustworthiness. These findings offered several important theoretical contributions to both interpersonal trust and employee voice behavior literature. For practical implication, to stimulate employee speaking up, organizations should pay more attention to enhance managers' trustworthiness, and promote employees' ability to focus and supervisory affective commitment. For future studies, the longitudinal or experimental study should be adopted to explore the causal relationship between supervisory trustworthiness and speaking up. Meanwhile, researchers can analyze the relationship between peer trustworthiness and speaking out.
Keyword可信度 进谏上司 注意聚焦 情感承诺 影响力
Indexed ByCSCD
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Document Type期刊论文
Corresponding Author周浩
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GB/T 7714
周浩,刘安妮. 下属为何进谏上司:基于主管可信度视角的分析[J]. 管理工程学报,2019,33(2):36-41.
APA 周浩,&刘安妮.(2019).下属为何进谏上司:基于主管可信度视角的分析.管理工程学报,33(2),36-41.
MLA 周浩,et al."下属为何进谏上司:基于主管可信度视角的分析".管理工程学报 33.2(2019):36-41.
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