IMHE OpenIR  > 管理与支撑系统
下属为何进谏上司:基于主管可信度视角的分析
Alternative TitleThe upward voice behavior: An analysis from the perspective of supervisory trustworthiness
周浩1; 刘安妮2
2019
Source Publication管理工程学报
ISSN1004-6062
Volume33Issue:2Pages:36-41
SubtypeArticle
Contribution Rank2
Abstract为在激烈的市场竞争中保持适应性和创新性,组织需要激励员工进言献策。较之对同事的谏言,进谏上司能够更直接地影响整个团队或者组织。从被信任者的视角出发,基于资源限制理论和社会交换理论分析了主管可信度对下属进谏上司的影响,注意聚焦、主管情感承诺的中介作用,以及影响力的调节作用。以某电信企业的205对下属-主管配对为样本,研究发现:主管可信度对下属进谏上司有积极影响;下属的注意聚焦和对主管的情感承诺在主管可信度与进谏上司之间起中介作用;下属的影响力对主管可信度与注意聚焦之间的关系有负向调节作用,即下属的影响力越大,主管可信度对注意聚焦的影响就越小。最后,讨论了研究的理论贡献与管理启示,并提出了未来研究方向。
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
DOI10.13587/j.cnki.jieem.2019.02.005
Indexed ByCSCD
Language中文
CSCD IDCSCD:6476144
Citation statistics
Document Type期刊论文
Identifierhttp://ir.imde.ac.cn/handle/131551/26439
Collection管理与支撑系统
Corresponding Author周浩
Affiliation1.四川大学商学院;
2.中国科学院水利部成都山地灾害与环境研究所
Recommended Citation
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.
Files in This Item:
File Name/Size DocType Version Access License
下属为何进谏上司_基于主管可信度视角的分(902KB)期刊论文出版稿开放获取CC BY-NC-SAView Application Full Text
Related Services
Recommend this item
Bookmark
Usage statistics
Export to Endnote
Google Scholar
Similar articles in Google Scholar
[周浩]'s Articles
[刘安妮]'s Articles
Baidu academic
Similar articles in Baidu academic
[周浩]'s Articles
[刘安妮]'s Articles
Bing Scholar
Similar articles in Bing Scholar
[周浩]'s Articles
[刘安妮]'s Articles
Terms of Use
No data!
Social Bookmark/Share
File name: 下属为何进谏上司_基于主管可信度视角的分析_周浩.pdf
Format: Adobe PDF
All comments (0)
No comment.
 

Items in the repository are protected by copyright, with all rights reserved, unless otherwise indicated.