ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

心理学报 ›› 2018, Vol. 50 ›› Issue (5): 539-548.doi: 10.3724/SP.J.1041.2018.00539

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 差序氛围感知与沉默行为的关系:情感承诺的 中介作用与个体传统性的调节作用

 朱 瑜; 谢斌斌   

  1.  (暨南大学管理学院, 广州 510632)
  • 收稿日期:2017-03-26 出版日期:2018-05-25 发布日期:2018-03-31
  • 通讯作者: 朱瑜, E-mail: zhuyu@jnu.edu.cn E-mail:E-mail: zhuyu@jnu.edu.cn
  • 基金资助:
     国家自然科学基金(71772069, 71602075), 教育部人文社会科学基金项目(15YJC630197, 17YJA630101), 广东省自然科学基金重大培育项目(2017A030308013)资助。

 The relationship between the perceived climate of team Cha-xu and employee silence: Research on affective commitment and traditionality

 ZHU Yu; XIE Binbin   

  1.  (School of Management, Jinan University, Guangzhou 510632, China)
  • Received:2017-03-26 Online:2018-05-25 Published:2018-03-31
  • Contact: ZHU Yu, E-mail: zhuyu@jnu.edu.cn E-mail:E-mail: zhuyu@jnu.edu.cn
  • Supported by:
     

摘要:  基于社会交换理论, 本研究采用配对追踪多来源问卷调查法探讨了差序氛围感知影响员工沉默行为作用机制以及个体传统性与情感承诺在其中的作用。数据分析结果表明:(1)差序氛围感知显著影响沉默行为; (2)差序氛围感知通过情感承诺间接影响员工的沉默行为; (3)个体传统性不仅调节了差序氛围感知与情感承诺的关系, 还进一步调节了差序氛围感知通过情感承诺影响沉默行为的间接关系, 即在个体传统性低的条件下, 差序氛围感知通过情感承诺影响沉默行为的间接效应更加显著。

关键词: 差序氛围感知, 情感承诺, 沉默行为, 个体传统性

Abstract:  Employee silence, referring to the deliberately withholding of important ideas, suggestions and opinions about their work, has become a critical issue to organizational development and management. Thus how to reduce and break employee silence has been increasingly emphasized by academics and practitioners. Few previous studies have explored the effect of Chinese contextual factors on employee silence behavior. This study attempts to explore the effect of Chinese contextual variables (the perceived climate of team Cha-xu and traditionality) on silence. Depending on the theory of social exchange, we also hypothesize that affective commitment mediates the effect between the perceived climate of team Cha-xu and silence. We collected data from the main city of South China enterprises participants. Data were collected in two stages in order to avoid common method bias. At time 1, the perceived climate of team Cha-xu, affective commitment and traditionality were measured and reported by employees. At time 2, about three months later, employee silence was rated. The final sample size was 247. We used Mplus 7.4 and SPSS 23.0 to analyze the data. First, we assessed the discriminate validity of the key variables through a series of confirmatory factor analyses (CFAs) and examined the common method variance, and then we used cluster robust standard error analysis and bias-corrected bootstrap to test our theoretical hypotheses. In order to better understand the mechanisms of silence, we proposed and tested a mediated moderation model in which the perceived climate of team Cha-xu influenced employees silence, with affective commitment as a mediator and traditionality as a moderator. The results showed that: (1) the perceived climate of team Cha-xu was positively related to employee silence (β = 0.14, p < 0.05); (2) the perceived climate of team Cha-xu was negatively related to affective commitment (β = –0.28, p < 0.001); (3) affective commitment partially mediated the relationship between the perceived climate of team Cha-xu and employee silence (β = 0.03, p < 0.05); (4) Traditionality moderated the relationship between the perceived climate of team Cha-xu and affective commitment (β = 0.11, p < 0.001). That is, the lower the traditionality, the stronger the mediated relationship was. Furthermore, we referred to the SPSS procedure of Preacher et al. (2007) to test the mediated moderation effect. At the different levels of traditionality, the indirect relationship between the perceived climate of team Cha-xu and employee silence is significant, indicating that the mediating moderation effect exists. Those conclusions enrich the silence literature, and the main theoretical contributions are as follows: First, according to the theory of social exchange, this study investigates the effects of the perceived climate of team Cha-xu on employees’ silence and fully considers the effect of affective commitment on silence. In addition, this research reveals the moderating role of traditionality on the mechanism, which provides a new perspective to better understand silence based on the traditional Chinese cultural context. Beyond the theoretical contributions, this paper also provides some useful implications for managers and practitioners to break the silence. Our findings suggest that managers should pay attention to the team Cha-xu climate and strengthen the justice climate within the organization, in order to reduce the subordinates’ negative emotions. Moreover, the employees’ affective commitment is key to whether they will break the silence and speak out. Thus, managers should also attach importance to their affective commitment.

Key words: the perceived climate of team Cha-xu, affective commitment, traditionality, employee silence.

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