中国员工沉默动因:基于内隐理论的研究

发布时间：2018-05-16 02:08

本文选题：员工沉默 + 内隐理论　；参考：《北京师范大学学报(社会科学版)》2017年04期

【摘要】：相对于组织管理者,普通员工通常更容易在日常工作中发现问题。然而出于各种考虑,员工往往会选择隐瞒与工作问题相关的重要信息。这种故意的沉默行为会危害组织、团队乃至员工自身的健康发展。为什么员工会选择保持沉默?这一沉默决策是基于怎样的认知路径和心理预期,会受到哪些因素的影响?探讨这些问题具有重要的理论和实践意义。研究结果表明,中国员工的沉默决策过程包括了对发言的意愿、机会、效果和影响的四阶段认知判断,只有当员工愿意说、觉得有机会说、说了有效果和不惹来麻烦的情况下,他们才可能发表言论;中国员工普遍持有一些内隐建言理论,这些内隐建言理论会正向影响员工沉默行为;工作年限与员工沉默呈U型相关,且员工持有的内隐建言理论会增强这种U型关系。与国外同类研究结果相比,中国员工的内隐建言理论不仅涉及工作疏离、建言机会和打击报复等方面,还包含了有关个人利益得失的独特内涵。因此,建立和完善组织内部的建言激励认可体系将有助于改变中国员工固有的内隐建言理论;此外,由于中国员工普遍认为建言不会被组织采纳,反而会带来人际负面效应,因此,要想减少中国组织中的员工沉默,管理者不应让纳谏流于形式,而要让员工真正看到建言的实际效果,并且重视营造开放和平等的建言氛围。
[Abstract]:The average employee is more likely to spot problems in daily work than an organization manager. However, due to various considerations, employees often choose to conceal important information related to work problems. This deliberate silence can harm the healthy development of organizations, teams and even employees themselves. Why do employees choose to remain silent? What are the cognitive pathways and psychological expectations for this silent decision, and what factors will affect it? It is of great theoretical and practical significance to explore these problems. The results show that the silence decision-making process of Chinese employees includes a four-stage cognitive judgment on the willingness, opportunity, effect and impact of the speech. Only if the employee is willing to say, feels the opportunity to say it, says that it is effective and does not get into trouble. They are likely to make statements; Chinese employees generally hold implicit theories that can positively affect employee silence; the number of years of service is U-related to employee silence. And the implicit theory held by employees will strengthen this U-type relationship. Compared with similar studies abroad, the implicit theory of Chinese employees not only involves job alienation, opportunity of advice and retaliation, but also contains the unique connotation of personal interests. Therefore, the establishment and perfection of the system of encouragement and recognition within the organization will help to change the implicit theory inherent in Chinese employees. In addition, because Chinese employees generally believe that advice will not be adopted by the organization, it will bring about negative interpersonal effects. Therefore, in order to reduce the silence of employees in Chinese organizations, managers should not let remonstrance become mere formality, but rather let employees really see the practical effect of advice, and pay attention to creating an open and equal atmosphere of advice.
【作者单位】：首都经济贸易大学劳动经济学院;中国青年政治学院社会工作学院;
【基金】：国家自然科学基金项目“员工沉默行为的产生机制:基于内隐理论的研究”(71402107) 北京市社会科学基金项目“工作场所不文明行为的冲突演化机制:基于压力交互模型的跨层次研究”(16GLC079) 国家社会科学基金教育学青年课题“高校教师收入分配:工资和养老保险互动机制研究”(CIA150194) 北京市教委科研水平提升项目
【分类号】：C936;F272.92

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