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心理科学进展  2018, Vol. 26 Issue (4): 710-718    DOI: 10.3724/SP.J.1042.2018.00710
  研究前沿 本期目录 | 过刊浏览 | 高级检索 |
员工建言行为的结果及其调节机制
 李方君; 郑粉芳; 杨倩怡; 王舒曼
 (暨南大学管理学院, 广州 510632)
 The consequential influence of employee voice behavior and its boundary conditions
 LI Fangjun; ZHENG Fenfang; YANG Qianyi; WANG Shuman
 (Management School, Jinan University, Guangzhou 510632, China)
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摘要  该文从个体层面和群体层面对员工建言行为结果的研究进行综述。个体层面建言结果大致可以分为五个方面:员工绩效、工作态度、人际关系、建言采纳和后续建言行为; 群体层面的结果主要包括群体绩效、群体创新和群体离职。无论是在个体层面还是在群体层面, 建言对其结果的影响研究结论都不尽一致。个体层面研究结论的不一致可能是受建言特点(类型和策略)、建言者身份、建言对象反应、建言情境等调节因素的影响; 群体层面结论的不一致可能归因于建言对象和管理者可用资源等的调节作用。未来研究应进一步探索管理者对建言不同类型反应的原因, 探究群体建言的作用机制。
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李方君
郑粉芳
杨倩怡
王舒曼
关键词 员工建言行为 建言结果 调节因素    
Abstract: This article reviews all extant studies that investigated the consequences of employee voice behavior at different levels. While at the individual level, our review has identified such consequences of employee voice as work performance, job attitudes, interpersonal relationship, voice endorsement, and subsequent voice behavior, at the group level (team or organization), we include group performance, group creativity and innovation, and group turnover as three major outcomes of group voice. Inconsistent results were found at both levels and various boundary conditions were summarized by us to explain such discrepancy. Voice characteristics (voice type or strategy), voice maker status, voice target reaction, and voice context might decide the different findings at the individual level; voice target and manager’s available resources might be the reason for such inconsistency at the group level. Future research should further examine the causes for managers' response to different types of voice, and explore the mechanism of group voice influence.
Key wordsemployee voice behavior    consequences of voice    moderators
收稿日期: 2017-06-13      出版日期: 2018-02-28
ZTFLH:     
  B849:C93  
基金资助: 国家自然科学基金青年项目(71602076; 71601084)。
通讯作者: 李方君, E-mail: lifangjun@jnu.edu.cn     E-mail: E-mail: lifangjun@jnu.edu.cn
引用本文:   
李方君, 郑粉芳, 杨倩怡, 王舒曼. 员工建言行为的结果及其调节机制[J]. 心理科学进展, 2018, 26(4): 710-718.
LI Fangjun, ZHENG Fenfang, YANG Qianyi, WANG Shuman.  The consequential influence of employee voice behavior and its boundary conditions. Advances in Psychological Science, 2018, 26(4): 710-718.
链接本文:  
http://journal.psych.ac.cn/xlkxjz/CN/10.3724/SP.J.1042.2018.00710      或      http://journal.psych.ac.cn/xlkxjz/CN/Y2018/V26/I4/710
[1] 倪旭东, 贺爽爽.  子团队利弊作用的调节机制[J]. 心理科学进展, 2018, 26(5): 910-921.
[2] 倪旭东;戴延君;姚春序;张宏. 子团队:形成、类型、中间过程及影响[J]. 心理科学进展, 2015, 23(3): 496-509.
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