科研管理

科研管理 ›› 2017, Vol. 38 ›› Issue (1): 144-152.

• 论文 • 上一篇    下一篇

沉默是金吗？——组织沉默对员工负向行为的影响及其作用机制

王颖,刘莎莎   

  1. 北京师范大学政府管理学院，北京100875
  • 收稿日期:2016-03-21 修回日期:2016-10-18 出版日期:2017-01-20 发布日期:2017-01-20
  • 通讯作者: 刘莎莎
  • 基金资助:

    北京师范大学资助科研基金，新常态战略人力资源管理价值与模式创新研究。

Is Silence Gold?—Research on Mechanism of how Organizational Silence affects Employees’Negative Behavior

Wang Ying, Liu Shasha   

  1. School of Government, Beijing Normal University, Beijing 100875, Beijing, China
  • Received:2016-03-21 Revised:2016-10-18 Online:2017-01-20 Published:2017-01-20

摘要： 组织沉默指员工了解组织运行中潜在的问题，但是出于某种目的而没有表达个人观点的行为。已有研究集中于组织沉默的概念、测量及影响因素上，鲜有研究探讨组织沉默影响其结果变量的作用机制。以619名员工为研究样本，本研究考察了组织沉默对员工工作倦怠和离职倾向的影响，以及两种心理感知（自我效能感和工作投入）在此过程中的中介作用。研究结果表明：组织沉默与员工工作倦怠和离职倾向都呈负相关关系，自我效能感与工作投入在组织沉默和员工工作倦怠与离职倾向关系中起中介作用。

关键词: 组织沉默, 自我效能感, 工作投入, 工作倦怠, 离职倾向

Abstract: Organizational silence refers to situations where employees withhold information that might be useful to the organization whether intentionally or unintentionally. Existing researches of organizational silence mostly focused on its concept, measurement and its antecedents. However,the consequences and the mechanism that set the consequences in motion is rarely explored. In order to investigate the effects of organizational silence on burnout and turnover intentions, along with the mediating role of self-efficacy and job engagement, 619 employees were selected as sample. The result shows that organizational silence is negative related to both burnout and turnover intentions; self-efficacy and job engagement mediates the effects of organizational silence on burnout and turnover intentions.

Key words: organizational silence, self-efficacy, work engagement, job burnout, turnover intention