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 ›› 2011, Vol. 43 ›› Issue (10): 1185-1197.

• • 上一篇    下一篇

中国背景下员工建言行为结构及中庸思维对其的影响

段锦云;凌斌   

  1. (1苏州大学应用心理学研究所, 苏州 215123)
    (2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)
    (3浙江大学心理与行为科学系, 杭州 310028)
  • 收稿日期:2010-09-06 修回日期:1900-01-01 出版日期:2011-10-30 发布日期:2011-10-30
  • 通讯作者: 段锦云;凌斌

A Chinese Indigenous Study of the Construct of Employee Voice Behavior and the Influence of Zhongyong on It

DUAN Jin-Yun;LING Bin   

  1. (1 Institute of Applied Psychology, Soochow University, Suzhou 215123, China)
    (2 Key Research Institute of Education Ministry-Center for Chinese Urbanization Studies, Soochow University, Suzhou 215123, China)
    (3 Department of Psychology and Behavioral Science, Zhejiang University, Hangzhou 310028, China)
  • Received:2010-09-06 Revised:1900-01-01 Published:2011-10-30 Online:2011-10-30
  • Contact: DUAN Jin-Yun;LING Bin

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摘要： 企业的自主创新离不开员工的自发性和创造性, 员工建言行为研究因此愈加受到重视。本研究拟探索中国背景下企业员工建言行为的结构(研究一), 并检验中国人的典型思维特征－中庸思维与中国背景建言行为的关系(研究二)。研究一通过对长三角地区30名企业员工的访谈提取建言行为关键事件, 编制初始问卷, 再通过对159名被试的探索性因素分析, 抽取出顾全大局式和自我冒进式两个建言行为维度; 另一批159名被试的验证性因素分析结果进一步证实了该结构。研究二以278份配对员工为样本, 层次回归分析结果表明, 中庸思维与顾全大局式建言存在正相关, 与自我冒进式建言存在负相关, 且授权对中庸思维与两类建言行为之间关系存在着调节作用。

关键词: 中国背景, 建言行为, 顾全大局式建言, 自我冒进式建言, 中庸思维, 授权

Abstract: The firm’s innovation depends on employees’ initiative and creativity. As so, the study of employee voice behavior becomes increasingly important recently. Employee voice behavior is a kind of constructive, change-oriented communicating behavior which intends to improve the workground. Compared with the prevalence, the Chinese indigenous study of voice behavior is much scarcer. The fill in this gap, this research tries to explore the indigenous contruct of Chinese employee voice behavior. In addition, the relationship of the thinking style of Chinese people, i.e., Zhongyong and employee voice behavior is attempted to test to prove the discriminate validity of the contruct of Chinese employee voice behavior.
The research was consisted of two sub-studies which sampled from private firms employees and joint ventures employees in Yangtze Delta Area. Study 1 was conducted to explore the Chinese indigenous construct of voice behavior. Firstly, 30 random samples of employees were interviewed to collect critical incidents of voice behaviors. And then the questionnaire items were made up of based on the incidents. Secondly, exploratory factor analysis (EFA) was conducted with 159 samples. And two factors were extracted which the authors named it overall-oriented voice and self-centered voice respectively. The results of confirmatory factor analysis (CFA) with another 159 samples further supported the two-factor construct.
The relationship of Zhongyong thinking style and employee voice behavior, and the moderating effect of empowerment between this relation, were tested in study 2 which was based on 278 employee-colleague matched samples. Hierachical regression analysis showed that, Zhongyong was unrelated to holistic voice behavior, but it was positively related to overall-oriented voice, and negatively related to self-centered voice. These results offered a good discriminate validity of the two-dimension contruct of Chinese employee voice behavior. Moreover, employees’ perception of empowerment moderated the relationship between Zhongyong and the two dimensions of voice behavior.

Key words: Chinese context, voice behavior, overall-oriented voice, self-centered voice, Zhongyong, empowerment