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心理学报
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高承诺组织与员工建言:双过程模型检验
段锦云1; 施嘉逸1; 凌 斌2
(1苏州大学心理学系; 教育部人文社科重点研究基地-苏州大学中国特色城镇化研究中心, 苏州 215123) (2河海大学商学院, 南京 211100)
The influence of high commitment organization on employee voice behavior: A dual-process model examination
DUAN Jinyun1; SHI Jiayi1; LING Bin2
(1 Department of Psychology, Soochow University; Key Research Institute of Education Ministry-Center for Chinese Urbanization Studies, Soochow University, Suzhou 215123, China) (2 Business School, Hohai University, Nanjing 211100, China)
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摘要 

以来自36个组织的223名员工为被试, 通过上级、同事和员工自评三方配对的问卷数据, 研究探讨了高承诺组织与员工建言行为之间的关系。采用多层结构方程模型等方法进行数据分析, 结果发现:(1)高承诺组织对员工建言行为(包括上行建言和平行建言)有显著的促进作用; (2)员工知觉到组织内的职业机会在高承诺组织和上行建言之间起部分中介作用; 工作满意度在高承诺组织和平行建言之间起部分中介作用; (3)工作绩效在知觉到职业机会和上行建言之间起正向调节作用; 人际关系在工作满意度和平行建言之间起正向调节作用; (4)不光如此, 工作绩效还调节着“高承诺组织−知觉职业机会−上行建言”这一中介路径; 人际关系还调节着“高承诺组织−工作满意感−平行建言”这一中介路径。文章最后对所得结果、理论和实践意义及未来研究做了讨论。

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段锦云
施嘉逸
凌斌
关键词 高承诺组织 建言行为 知觉到组织内职业机会 工作满意度 人际关系    
Abstract

Voice behavior, one of the ways of employees' participation in making organizational decisions, is more and more significant for the development and innovation of organizations, and it attracts much attention from organizational behavior scholars. Hirschman (1970) is the person who firstly put forward the concept of voice behavior in nearly 40 years ago, and then the studies of voice behavior never stop. Gradually, organizations pay more attention than before to employee relationship with organizations. In the big data era, organizations are facing too many challenges and opportunities. In addition, many researchers have suggested that a variety of factors can influence employees' voice behaviors. High commitment work systems (or high commitment organizations) are popular in successful multinational enterprises such as Microsoft, Procter & Gamble and Disney, and much research had proved that high commitment work systems could lead to more benefits for organizations. The present study is an examination that we explored roles of high commitment work system, perceived career opportunity, and job satisfaction in predicting voice behavior. We proposed the following hypothesis: (1) High commitment work system has positive effect on employee speaking-up. (2) High commitment work system has positive effect on speaking-out. (3) High commitment work system has positive effect on perceived career opportunity. (4) Perceived career opportunity mediates the relationship between high commitment work system and employee speaking-up. (5) High commitment work system has positive effect on job satisfaction. (6) Job satisfaction mediates the relationship between high commitment work system and employee speaking-out. (7) Performance moderates the relationship between perceived career opportunity and employee speaking-up. (8) Interpersonal relationship moderates the relationship between job satisfaction and employee speaking-out. The data consists of 223 surveys' responses from 36 organizations. We analyzed the data by using Mplus and SPSS, and the results showed that: (1) High commitment work system has positive effect on voice behavior, including employee speaking-up and speaking-out. (2) Perceived career opportunity mediates the relationship between high commitment work system and employee speaking-up; and job satisfaction mediates the relationship between high commitment work system and employee speaking-out. (3) Employee performance moderates the relationship between perceived career opportunity and employee speaking-up; it also moderates the ‘high commitment work system-perceived career opportunity-employee speaking-up’ linkage. (4) Interpersonal relationship moderates the relationship between job satisfaction and speaking-out; it also moderates the ‘high commitment work system-job satisfaction and-employee speaking-out’ linkage. Implications, limitations and future directions of these findings are discussed as well.

Key wordshigh commitment work system    voice behavior    perceived career opportunity    job satisfaction    interpersonal relationship
收稿日期: 2016-04-19      出版日期: 2017-04-25
基金资助:

国家自然科学基金(71372180, 71502048)。

通讯作者: 段锦云, E-mail: mgjyduan@hotmail.com; 凌斌, E-mail: lingbin@hhu.edu.cn   
引用本文:   
段锦云;施嘉逸;凌斌. 高承诺组织与员工建言:双过程模型检验[J]. 心理学报, 10.3724/SP.J.1041.2017.00539.
DUAN Jinyun; SHI Jiayi; LING Bin. The influence of high commitment organization on employee voice behavior: A dual-process model examination. Acta Psychologica Sinica, 2017, 49(4): 539-553.
链接本文:  
http://journal.psych.ac.cn/xlxb/CN/10.3724/SP.J.1041.2017.00539      或      http://journal.psych.ac.cn/xlxb/CN/Y2017/V49/I4/539
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