领导情绪对员工建言行为的影响研究

发布时间：2018-11-15 12:11

【摘要】：现代企业越来越强调“以员工为核心”,鼓励员工为其发展献计献策。一方面,旨在利用参与式管理提升其主人翁意识和归属感;另一方面,旨在为企业运作当中的创新性发展助力和增强市场竞争力。然而,员工建言作为未明确写在员工个人职责上的角色外行为,在很多企业中时常出现员工不愿意提出自己的思考和见解,“金点子”较少的尴尬现象。建言是一种上下级互动行为,一方建言,另一方也需要有愿意纳言的倾向和行动,才能完成建言环境、建言意愿、建言、采纳建议整个过程。近年来,领导在管理过程中表现出来的情绪逐渐受到理论界的关注。在组织情境中,情绪代表一种社会互动因素,领导情绪的表达可能会对员工行为产生一定的影响。基于这种背景下,本文通过文献梳理以及分析,从社会信息加工视角,依据情绪即社会信息理论,以“领导情绪→员工感知领导支持→员工建言行为”为思路,提出假设和研究模型。其中,领导的情绪包含积极和消极两个方面,建言行为(voice behavior)划分为促进性和抑制性建言二维度。借鉴相关研究中较成熟的量表,完成调查问卷的设计。最终回收有效问卷270份,对其进行信度效度分析、相关分析以及回归分析,检验了领导情绪与员工建言行为的内在关系。实证分析结果:领导的积极情绪与员工建言行为的两个维度即促进性建言和抑制性建言皆呈正相关关系。领导的消极情绪与员工建言行为不存在显著相关关系。领导的积极情绪与员工感知领导支持呈正相关关系。领导的消极情绪与员工感知领导支持呈负相关关系。员工感知领导支持与员工促进性建言和抑制性建言呈正相关关系。员工感知领导支持分别在领导积极情绪与促进性和抑制性建言关系之间发挥完全中介作用。本文的创新点可能有:第一,在已有的文献中,领导在管理过程中表现出来的行为风格成为影响员工是否建言的主要因素,对于情绪这个心理层面的因素,进行的相关探索和研究相对不足。而且,已经有学者认为情绪与员工建言之间的关系并不是想象中那样简单,究竟是何种关系有待进一步挖掘。本文从中国企业员工感知到领导的情绪状态角度出发,不仅扩充了员工建言行为的前因变量探索,而且丰富了领导情绪的实证研究;第二,现有研究主要从心理安全感视角去分析领导情绪与员工建言行为的内在机制,而其他理论视角相对不足。本研究以情绪即社会信息理论为基础,并结合社会信息加工视角,以员工感知组织支持为中介变量,检验了感知组织支持在领导积极情绪与建言行为之间的完全中介作用,丰富了领导情绪与建言行为的内在探索机制,有助于进一步理解领导情绪与员工建言之间的关系。
[Abstract]:Modern enterprises more and more emphasize "employee as the core", encourage the staff to make suggestions for its development. On the one hand, it aims to use participatory management to enhance its sense of ownership and sense of belonging; on the other hand, it aims to promote innovative development and enhance market competitiveness in the course of enterprise operation. However, as a non-role behavior that is not clearly written down on the employee's personal responsibility, the employee's advice often appears in many enterprises that employees are unwilling to put forward their own thoughts and opinions, and the "golden idea" is less embarrassing. Advice is a kind of interaction between the upper and lower levels, one side of the proposal, the other side also needs to have the inclination and action of willing to say, in order to complete the whole process of putting forward the environment, the will to offer, the proposal, the adoption of the proposal. In recent years, the emotional performance of leaders in the management process has gradually been concerned by the theoretical circle. In organizational context, emotion represents a kind of social interaction factor, and the expression of leadership emotion may have a certain impact on employee behavior. Based on this background, through literature review and analysis, from the perspective of social information processing, according to the theory of emotion that is social information, this paper takes the idea of "leading emotion and employee's perception and support of employee's suggestion behavior" as the train of thought. Hypotheses and research models are proposed. Among them, the emotion of leadership includes two aspects: positive and negative, and the constructive behavior (voice behavior) can be divided into two dimensions: promotive and inhibitory. Drawing on the mature scale of relevant research, completed the design of the questionnaire. Finally, 270 valid questionnaires were collected and analyzed by reliability and validity analysis, correlation analysis and regression analysis. The results of empirical analysis show that there is a positive correlation between the positive emotion of leadership and the two dimensions of employee's constructive behavior, that is, promotive advice and suppressive advice. There is no significant correlation between the negative emotion of leadership and the behavior of employee's advice. There is a positive correlation between positive emotion and perceived leadership support. There is a negative correlation between negative emotion and perceived leadership support. There is a positive correlation between perceived leadership support and promotive advice and suppressive advice. Employee perceived leadership support plays a full intermediary role in the relationship between leadership positive emotion and promotive and disabling advice. The innovations of this paper may be as follows: first, in the existing literature, the behavior style displayed by the leaders in the management process becomes the main factor that influences the employees' suggestions, and the emotional factor is the psychological factor. The related exploration and research are relatively insufficient. Moreover, some scholars believe that the relationship between emotion and employee advice is not as simple as thought, and what kind of relationship needs to be further explored. From the perspective of employee perception to the emotional state of leadership in Chinese enterprises, this paper not only expands the exploration of the antecedent variables of employee's speech behavior, but also enriches the empirical study of leadership emotion. Secondly, the existing researches mainly analyze the internal mechanism of leadership emotion and employee's suggestion behavior from the perspective of psychological sense of security, while other theoretical perspectives are relatively insufficient. Based on the theory of emotion or social information and the perspective of social information processing, this study examines the complete intermediary role of perceived organizational support between positive emotion and constructive behavior. It enriches the internal exploring mechanism of leadership emotion and speech behavior, and helps to understand the relationship between leadership emotion and employee advice.
【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

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