团队内关系格局能影响员工沉默行为吗:基于社会认知理论的解释框架

发布时间：2018-06-08 22:57

本文选题：团队成员交换关系 + 团队差序氛围　；参考：《管理工程学报》2017年04期

【摘要】：本文立足于社会认知理论的"环境-主体认知-行为"三元交互作用模型,以"团队情境-个体认知-行为方式"作为研究路径,打开团队情境作用于个体沉默行为的"黑箱",引入心理学领域"内隐建言信念",设计了"团队内关系格局-内隐建言信念-沉默行为"的研究框架。本文以104名团队领导及其568名员工为被试,运用分层线性模型,探究团队内关系格局对员工沉默行为的影响机制与作用路径。研究结果表明:(1)中国情境的文化背景下"团队内关系格局"的多层次内涵更为合适;(2)个体层面的"团队内关系质量"会显著影响成员的沉默行为,团队层面的"团队内关系差异"对成员的沉默行为具有明显的预测效果;(3)在团队内关系格局影响成员沉默行为的过程中,成员心理认知——内隐建言信念起到显著的中介作用,是成员沉默行为背后的内在动机与驱动力量。
[Abstract]:Based on the "environment-subject cognitive-behavior" ternary interaction model based on social cognitive theory, this paper takes "team situation-individual cognitive-behavior style" as the research path. This paper opens the "black box" of the group situation acting on individual silence behavior, introduces the field of psychology "implicit speech belief", and designs the research framework of "relationship pattern within the team-implicit speech belief-silence behavior". In this paper, 104 team leaders and 568 employees were chosen as subjects, and the hierarchical linear model was used to explore the influence mechanism and action path of the relationship pattern in the team on employee silence behavior. The results show that the multi-level connotation of "intra-team relationship pattern" in the cultural context of Chinese context is more appropriate. (2) the "intra-team relationship quality" at the individual level will significantly affect the member's silence behavior. The "intra-team relationship difference" at the team level has a significant predictive effect on the silent behavior of the members. (3) in the process of the influence of the relationship pattern in the team on the silent behavior of the members, members' psychological cognition and implicit beliefs play a significant intermediary role. It is the internal motivation and driving force behind the member's silence.
【作者单位】：汕头大学法学院;武汉大学经济与管理学院;
【基金】：广东省哲学社会科学“十二五”规划资助项目(GD13YGL06) 汕头大学科研启动项目资助基金(110-09400217)
【分类号】：F272.92

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