科研管理

科研管理 ›› 2017, Vol. 38 ›› Issue (11): 66-74.

• 论文 • 上一篇    下一篇

领导宽恕对员工建言的影响研究

张亚军1，张军伟2，刘汕3   

  1. 1 贵州财经大学工商管理学院，贵州 贵阳550025;
    2 华中农业大学经济管理学院，湖北 武汉430070;
    3西安交通大学管理学院，陕西 西安710049
  • 收稿日期:2017-01-05 修回日期:2017-05-11 出版日期:2017-11-20 发布日期:2017-11-20
  • 通讯作者: 张军伟
  • 基金资助:

    国家社会科学基金重大项目“信息网络技术驱动中国制造业转型战略、路径和支撑体系研究”（16ZDA013，2017.01-2019.12）；国家自然科学基金青年项目“领导宽恕的双刃剑效应及其机制研究”（71602065，2017.01-2019.12）；贵州省社科规划课题青年项目“贵州省电子商务精准扶贫模式构建及对策研究”（16GZQN05，2016.09-2017.09）。

Influence of leader forgiveness on employee voice behavior

Zhang Yajun1， Zhang Junwei2， Liu Shan3   

  1. 1. School of Business Administration, Guizhou University of Finance and Economics, Guiyang 550025, Guizhou, China; 
    2. School of Economics and Management, Huazhong Agricultural University, Wuhan 430070, Hubei, China; 
    3. School of Management, Xi'an Jiaotong University, Xi'an 710049, Shaanxi, China
  • Received:2017-01-05 Revised:2017-05-11 Online:2017-11-20 Published:2017-11-20

摘要： 基于社会认知理论的视角，考察了领导宽恕对员工建言的影响，以及建言效能感的中介作用与组织支持感的调节效应。本研究以58名部门主管和290名员工为样本，运用多层线性模型、跨层次被调节的中介效应等方法进行统计分析。研究结果表明：领导宽恕对员工建言有积极影响；建言效能感在领导宽恕与员工建言之间起中介作用；组织支持感对建言效能感与员工建言之间的关系具有调节作用，组织支持感越高，员工建言效能感对其建言行为的正向影响越大；组织支持感调节了建言效能感在领导宽恕与员工建言行为之间所起的中介作用。组织支持感越高，该中介效应越强。

关键词: 领导宽恕, 建言, 建言效能感, 组织支持感

Abstract: Drawing on social cognitive theory, this study extended extant research by developing a moderated mediation model linking leader forgiveness to employee voice behavior that included voice efficacy as a mediator and perception of perceived organizational support (POS) as a moderator. We examined the hypotheses proposed with matched field data collected from 58 department supervisors and 290 employees. The results of the hierarchical linear modeling revealed that leader forgiveness was positively associated with employee voice behavior. Furthermore, voice efficacy mediated the positive relation of leader forgiveness with employee voice behavior. Moreover, POS moderated the positive relationship between voice efficacy and employee voice behavior, such that the relationship was stronger for employees with high POS than for employees with low POS. Finally, the results of multilevel moderated mediation analysis showed that POS moderated the mediating effect of voice efficacy on the relationship between leader forgiveness and employee voice behavior. This mediating effect was strong when POS was high.

Key words: leader forgiveness, voice behavior, voice efficacy, perceived organizational support