让建言更多含金量：员工建言质量的前因机制

doi:10.3724/SP.J.1042.2020.01093

摘要/Abstract

摘要：

员工高质量的建议是企业提质增效的重要途径。然而, 以往研究主要聚焦在员工的“建言参与”和“建言数量”上, 忽略了一个最本质的问题——员工的建言质量如何?为解决这一关键问题, 分别从员工建言质量的内涵、测量、前因机制的角度构建一个关于员工建言质量的系统研究。研究一基于扎根理论, 探讨员工建言质量的内涵与结构, 开发员工建言质量的测量工具; 研究二是基于内隐建言理论, 从个体和团队两个层面探讨员工与领导的批判性思维对员工建言质量的影响机制。理论贡献在于推动员工建言质量的理论构建, 拓展批判性思维理论、内隐建言理论的应用。

关键词: 建言质量, 测量工具, 批判性思维, 内隐建言理论, 影响机制

Abstract:

Heightening the quality of employee voice has been recognized as an important way to improve organizational effectiveness. However, previous studies have mainly focused on how to promote employees’ voice participation and quantity of voice, while ignoring the most essential issue - voice quality. To solve this problem, the present study aims to systematically research voice quality, including the connotation, measurement and antecedents of employee voice quality. The first study defines the connotation of employee voice quality based on grounded theory, and develops a scale of employee voice quality. The second study, drawing on implicit voice theory, explores the theoretical mechanisms linking leader and employee critical thinking to employee voice quality on both team and individual levels. This paper makes theoretical contributions by developing an employee voice quality framework and expanding the application of critical thinking and implicit voice theory.

Key words: voice quality, measurement tool, critical thinking, implicit voice theory, impact mechanism

中图分类号:

B849:C93

江静, 董雅楠, 李艳, 杨百寅. (2020). 让建言更多含金量：员工建言质量的前因机制. 心理科学进展 , 28(7), 1093-1107.

JIANG Jing, DONG Yanan, LI Yan, YANG Baiyin. (2020). More valuable voice: The antecedent mechanisms of employee voice quality. Advances in Psychological Science, 28(7), 1093-1107.

图/表 6

参考文献 62

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学者	测量内容	关注重点
van Dyne & Lepine (1998)	员工建言行为	员工建言的参与
van Dyne et al.(2003)	默许性建言、防御性建言及亲社会性建言	员工建言的动机
Liu et al.(2010)	向领导建言行为、向同事建言行为	员工建言的对象
段锦云, 凌斌(2011)	顾全大局型建言、自我冒进型建言	员工建言的动机
Liang et al.(2012)	员工促进性建言、抑制性建言	员工建言内容对企业有利性的具体体现
Maynes & Podsakoff (2014)	支持性建言、建设性建言、防御性建言、破坏性建言	员工建言内容对企业有利性的具体体现

学者	测量内容	关注重点
van Dyne & Lepine (1998)	员工建言行为	员工建言的参与
van Dyne et al.(2003)	默许性建言、防御性建言及亲社会性建言	员工建言的动机
Liu et al.(2010)	向领导建言行为、向同事建言行为	员工建言的对象
段锦云, 凌斌(2011)	顾全大局型建言、自我冒进型建言	员工建言的动机
Liang et al.(2012)	员工促进性建言、抑制性建言	员工建言内容对企业有利性的具体体现
Maynes & Podsakoff (2014)	支持性建言、建设性建言、防御性建言、破坏性建言	员工建言内容对企业有利性的具体体现

出处	重要性	可行性
Whiting et al. (2012)		内容涉及解决措施
Burris et al. (2017)	建议内容所涉及问题的重要性	达到建议预期实施效果所需的资源、达到建议预期实施效果所需的相互依赖关系
Xu et al. (2019)	建议内容所涉及问题的重要性

出处	重要性	可行性
Whiting et al. (2012)		内容涉及解决措施
Burris et al. (2017)	建议内容所涉及问题的重要性	达到建议预期实施效果所需的资源、达到建议预期实施效果所需的相互依赖关系
Xu et al. (2019)	建议内容所涉及问题的重要性