员工个人权力感知与员工沉默行为的关系研究

发布时间：2018-07-10 08:17

本文选题：个人权力感知 + 权力距离　；参考：《华中师范大学》2017年硕士论文

【摘要】：在组织中,员工的沉默行为正在严重地阻碍着企业的经营与健康和谐的发展,或出于个人原因,或出于组织因素,员工对与工作相关的想法、观点、意见等信息知而不言,而个人权力感知的影响机制是促成员工沉默行为的一个重要原因变量。本文基于权力的接近-抑制理论,研究了在中国背景下,员工个人权力感知与员工沉默行为的关系及其影响与机制作用,以及权力距离对两者之间关系的调节作用。通过设计调查问卷,对企业的领导和员工进行调查,将收集的164份有效问卷进行整理,运用SPSS软件,对数据进行分析,分层次研究领导和员工的个人权力感知以及权力距离导向对员工沉默行为的影响。在本文中,员工个人权力感知作为原因变量,员工沉默则为结果变量,权力距离作为调节变量,调节着员工个人权力感知和员工沉默之间的关系。而权力距离在本文中是以中国几千年来深受等级制度和尊卑有序观念影响的文化背景下展开的研究。在对员工沉默的维度进行文献研究的过程中,国外的研究将员工沉默的维度主要分为默许性员工沉默、防御性员工沉默、亲社会性员工沉默,而国内权威学者结合中国具体情况将员工沉默分为默许性员工沉默、防御性员工沉默、漠视性员工沉默,结合国内外研究,因此本文选取了默许性员工沉默和防御性员工沉默两个维度。研究结果表明,员工个人权力感知与员工沉默之间呈负相关性,员工个人权力感知越低,员工越容易保持沉默。员工个人权力感知对员工默许性沉默行为有负向影响,对员工防御性沉默行为也有负向影响。而员工个人权力感知与员工沉默行为之间的关系又受到权力距离的正向调节影响,即权力距离越大,这种正向关系越强,权力距离越大,员工对自己拥有的自由度和授权感知越低,越容易保留组织中潜在事件的相关信息或建议。权力距离在员工个人权力感知对默许性沉默行为的影响中存在调节作用,同时,也在员工个人权力感知对防御性沉默行为的影响中存在调节作用。最后本文对研究结果进行了讨论,就企业和组织中的员工沉默行为给出了一些对策建议。此外,还从本次研究的实际情况和效果提出了本研究的不足之处,对未来的研究方向作出了几点展望。
[Abstract]:In the organization, the silent behavior of the employees is seriously hindering the harmonious development of the management and health of the enterprise, either for personal reasons or for organizational reasons, the employee knows but does not speak to the information related to the work, such as thoughts, opinions, etc. The influence mechanism of personal power perception is an important factor that contributes to employee silence behavior. Based on the theory of proximity and suppression of power, this paper studies the relationship between employee's personal power perception and employee's silence behavior, its influence and mechanism, and the adjustment of power distance to the relationship between them under the background of China. Through the design of questionnaire, the leaders and employees of enterprises were investigated, 164 valid questionnaires were collected, and the data were analyzed by using SPSS software. The influence of leadership and employee's personal power perception and power distance orientation on employee silence behavior was studied in different levels. In this paper, employee's personal power perception is the cause variable, the employee silence is the result variable, and the power distance is the adjusting variable, which regulates the relationship between employee's personal power perception and employee's silence. In this paper, the distance of power is studied under the cultural background which is deeply influenced by hierarchical system and the idea of order of inferiority for thousands of years in China. In the process of literature research on the dimension of employee silence, foreign studies mainly divide the dimensions of employee silence into acquiescence, defensive, and pro-social employee silence. According to the specific situation in China, domestic authoritative scholars divide employee silence into acquiescence, defensive, indifferent, domestic and foreign research. So this paper chooses two dimensions of acquiescence employee silence and defensive employee silence. The results show that there is a negative correlation between employee's personal power perception and employee's silence, and the lower the employee's personal power perception is, the easier it is for employees to remain silent. Personal power perception has a negative effect on acquiescence behavior and defensive silence behavior. The relationship between employee's personal power perception and employee's silence behavior is influenced by the positive adjustment of power distance, that is, the bigger the power distance, the stronger the positive relationship is, the greater the power distance is. The lower the employee's awareness of their freedom and delegation, the easier it is to retain information or advice on potential events in the organization. Power distance regulates the influence of employee's personal power perception on tacit silence behavior, and it also regulates employee's personal power perception's influence on defensive silence behavior. Finally, this paper discusses the results of the study, and gives some countermeasures and suggestions on employee silence behavior in enterprises and organizations. In addition, the deficiency of this study is put forward from the actual situation and effect of this study, and the future research direction is prospected.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】