Researches on the effects of paternalistic leadership on voice behavior from the self-cognitive perspective

PDF(1 KB)

Science Research Management ›› 2014, Vol. 35 ›› Issue (10) : 150-160.

Tian Zailan¹, Huang Peilun^1,2

Author information +

History +

Abstract

From the self-cognitive perspective which take the staff as the center, this paper puts forward that the employees' self-efficacy is the extrinsic motivation of voice behavior. It studies on the effect mechanism of paternalistic leadership on employees'voice behavior combined with the social impact theory and the organizational support theory. The paper researches on the paired samples from IT industry with empirical research methods of questionnaire investigation, and concludes that paternalistic leadership influence employees' voice behavior through self-efficacywhile perceived organizational support has moderating effect between paternalistic leadership and employees' self-efficacy.

Key words

paternalistic leadership / voice behavior / self-efficacy / perceived organizational support

Cite this article

EndNote

Ris (Procite)

Bibtex

Download Citations

Tian Zailan, Huang Peilun. Researches on the effects of paternalistic leadership on voice behavior from the self-cognitive perspective[J]. Science Research Management. 2014, 35(10): 150-160

References

[1] 梁建,唐京.员工合理化建议的多层次分析:来自本土连锁超市的证[J].南开管理评论,2009,12(3):125-134. [2] Hofstede G.Culture's consequences: Comparing values,behaviors,institutions,and organizations across nations[M].Thousand Oaks:Sage Publications(Second edition),2003. [3] Tangirala S,Ramanujam R.Exploring nonlinearity in employee voice: the effects of personal control and organizational identification[J].Academy of Management Journal,2008,51(6):1189-1203. [4] 魏昕,张志学.组织中为什么缺乏抑制性进言？[J].管理世界,2010(10):99-1087. [5] Detert J R,Burris E R.Leadership behavior and employee voice:Is the door really open?[J].The Academy of Management Journal Archive,2007,50(4):869-884. [6] Liu Wu,Zhu Renhong,Yang Yongkang.I warn you because I like you: Voice behavior, employee identifications, and transformational leadership[J].The leadership Quarterly,2010,(21):189-202. [7] 李锐,凌文辁, 柳士顺.上司不当督导对下属建言行为的影响及其作用机制[J].心理学报,2009,41(12):1189-1202. [8] Morrison E W,Wheeler-Smith S L,Kamdar D.Speaking up in groups: A cross-level study of group voice climate and voice[J].Journal of Applied Psychology,2011,96(1):183-191. [9] Ng, T. W. H., & Feldman, D. C. Employee voice behavior: A meta-analytic test of the conservation of resources framework [J]. Journal of Organizational Behavior, 2012, 33(2), 216 234. [10] Desert, J. R., & Edmondson, A. C. Implicit voice theories: Taken-for-granted rules of self-censorship at work [J]. Academy of Management Journal, 2011, 54(3), 461 488. [11] 段锦云, 张倩.建言行为的认知影响因素、理论基础及发生机制[J]. 心理科学进展,2012, 20(1), 115 126. [12] Bandura, A.Social foundations of thought and action:A social cognitive theory. Englewood Cliffs, NJ[M]. Prentice Hall, 1986. [13] Milliken F J,Morrison E W,Hewlin P F.An exploratory study of employee silence:Issues that employees don't communicate upward and why[J].Journal of Management studies,2003,40(6):1453-1476. [14] Eisenberger R, Huntington R, Hutchison S, et al.Perceived organizational support[J].Journal of Applied Psychology,1986,71:500－507. [15] 郑伯埙,周丽芳,樊景立.家长式领导:三元模式的建构与测量[ J].本土心理学研究,2000(14):3-64. [16] Wong C A,Spence Laschinger H K,Cummings G G.Authentic leadership and nurse's voice behavior and perceptions of care quality[J].Journal of Nursing Management,2010,18(8):889-900. [17] Walumbwa F O,Schaubroeck J.Leader personality traits and employee voice behavior: Mediating roles of ethical leadership and work group psychological safety[J].Journal of Applied Psychology,2009,94(5):1275-1286. [18] Bandura A. Self-efficacy: The Exercise of Control [M]. New York: Freeman, 1997. [19] Lepine J A, Van Dyne L. Voice and cooperative behavior as contrasting forms of contextual performance: Evidence of differential relationships with big five personality characteristics and cognitive ability [J]. Journal of Applied Psychology, 2001, 86(2): 326~336. [20] Van Dyne L, Kamdar D, Joireman J. In-role perceptions buffer the negative impact of low LMX on helping and enhance the positive impact of high LMX on voice [J]. Journal of Applied Psychology, 2008, 93(6): 1195~1207. [21] 魏蕾,时勘.家长式领导与员工工作投入:心理授权的中介作用[J].心理与行为研究,2010,8(2):88-93. [22] 万舒超.家长式领导、团队认同、关系、团队公民行为作用机制研究[D].杭州:浙江大学管理学院,2009. [23] 李超平.心理资本——打造人的竞争优势[M].北京:机械工业出版社,2007:89. [24] Luthans Fred, Norman Steven M., Jensen Susan M. The value of the psychological capital of immigrant entrepreneurs [J]. International Journal of Business and Globalization, 2007,(2). [25] 田喜洲,谢晋宇.心理资本对接待业员工工作态度与行为的影响效应与机理[J].软科学,2010,24(5). [26] Schwarzer R, Babler J, Kwiatek P, Schroder K, Zhang J X. The assessment of optimistic self-beliefs: Comparison of the german, spanish, and Chinese versions of the general self-efficacy scale [J]. Applied Psychology: An International Review, 1997, 46(1): 69-88. [27] Van Dyne L, Lepine J A. Helping and voice extra-role behaviors: Evidence of construct and predictive validity [J]. Academy of Management Journal, 1998, 41(1): 108-119. [28] 段锦云, 王重鸣, 钟建安. 大五和组织公平感对进谏行为的影响研究[J]. 心理科学, 2007, 30(1): 19-22.