ISSN 0439-755X
CN 11-1911/B

心理学报 ›› 2020, Vol. 52 ›› Issue (9): 1121-1131.doi: 10.3724/SP.J.1041.2020.01121

• 研究报告 • 上一篇    下一篇


李树文(), 罗瑾琏()   

  1. 同济大学 经济与管理学院, 上海 201804
  • 收稿日期:2019-12-23 出版日期:2020-09-25 发布日期:2020-07-24
  • 通讯作者: 李树文,罗瑾琏;
  • 基金资助:
    * 国家自然科学基金项目(71772138);国家自然科学基金项目(71472137);教育部人文社会科学研究青年基金项目(20YJC630042);教育部人文社会科学研究规划基金项目(19YJA630125);上海市哲学社会科学规划青年课题(2019EGL015)

Linking emotional appraisal ability congruence of leader-followers with employee voice: The roles of perceived insider status and gender similarity

LI Shuwen(), LUO Jinlian()   

  1. School of Economics and Management, Tongji University, Shanghai 201804, China
  • Received:2019-12-23 Online:2020-09-25 Published:2020-07-24
  • Contact: LI Shuwen,LUO Jinlian;


基于人-环境匹配和资源保存理论, 研究构建了一个调节-中介模型, 从二元视角分析了领导情绪评价能力与下属情绪评价能力一致对员工建言的影响路径与边界。通过对43位领导与182位下属的配对问卷调研, 结果表明:(1) 相较“低领导-低下属”情绪评价能力一致, 在“高领导-高下属”情绪评价能力一致情境下, 员工的内部人身份感知更高; (2) 相较“高领导-低下属”情绪评价能力不一致, 在“低领导-高下属”情绪评价能力不一致情境下, 员工的内部人身份感知更高; (3) 内部人身份感知在情绪评价能力一致与促进性建言、抑制性建言间起部分中介作用; (4) 相较领导-下属性别相同, 当领导-下属性别不同时, 员工内部人身份感知的中介作用更强。研究从情绪评价能力、性别的二元匹配视角揭示了员工建言的前因, 为领导与下属间交互影响提供了更多解释路径。

关键词: 领导-下属性别相似, 情绪评价能力, 员工建言, 内部人身份感知, 响应面分析


In recent years, employee voice has become a popular topic in organizational behavior research. However, existing research has failed to identify that voice is a risky behavior on the basis of employees and leaders’ evaluation of each other. Among the few studies that have examined the antecedents of voice behavior from employees or leaders, little attention has been paid to the interaction or mutual evaluation process between leaders and employees, leading to an incomplete understanding of the antecedents of voice. Hence, the present study attempts to broaden our understanding of improving voice behavior.

Specifically, based on theory of person-environment fit and conservation of resource, we suggest that emotional appraisal ability congruence between leaders and subordinates is an effective way to improve employees’ voice. Subordinates can make voice according to the observed changes in leaders’ emotions, and leaders can also set voice expectations according to the changes in subordinates’ emotions. Importantly, we highlight the role of perceived insider status as an important path. Interaction between leaders and employees can help employees develop a sense of mutual responsibility and thus strengthen the perception of insider status. Meanwhile, employees more likely make voice to maintain insider status. Furthermore, we suggest that certain significant differences determine whether subordinates can perceive insider status in cognition and behavior between men and women. Therefore, this study constructs a moderated mediation model and analyzes the influential path and boundary of emotional appraisal ability congruence on employees’ voice from the gender similarity between leaders and subordinates.

To test our conceptual model, we collected sample in three phases at a monthly interval from multiple department employees and their direct leaders from four large manufacturing enterprises in Shandong, Shanghai, and Hong Kong of China. Through the paired questionnaire survey of 43 leaders and 182 subordinates, the data were tested by polynomial regression analysis, response surface analysis, and bootstrapping method. The results reveal that (1) four matching situations exist between leaders and subordinates’ emotional appraisal ability. Compared with “low leader and low subordinate” emotional appraisal ability congruence, employees’ perceived insider status is stronger in “high leader and high subordinate” emotional appraisal ability congruence; (2) compared with “high leader and low subordinate” emotional appraisal ability in-congruence, employees’ perceived insider status is stronger in “low leader and high subordinate” emotional appraisal ability in-congruence; (3) perceived insider status plays a mediating role among emotional appraisal ability congruence, promotive voice, and prohibitive voice; (4) when the gender between leaders and subordinates is different, the mediating effect of perceived insider status is stronger than when the gender is the same.

This study makes three main contributions to literature. First, responding to researchers’ recommendations in recent years, the study investigated the antecedents of voice behavior from the perspective of leader and subordinate congruence. Second, the research explained the effects of emotional appraisal ability congruence on voice, thereby enhancing our understanding of why employees respond to leaders with voice. Third, the study drew on theory of person-environment fit to highlight the boundary condition of gender similarity in the relationship between emotional appraisal ability and perceived insider status, clarifying when emotional appraisal ability congruence more likely or less likely leads to perceived insider status and thus enhancing voice behavior.

Key words: gender similarity between leader and follower, emotional appraisal ability, voice, perceived insider status, response surface analysis