内隐追随对建言行为的影响及其作用机制
发布时间：2018-10-17 20:51
【摘要】：内隐追随作为近期国内外组织行为研究的前沿方向,日益得到关注,但相关的实证研究并不多。因此,本研究对本土内隐追随的内容和结构进行探索,并且将其引入现实组织情况中,探讨领导者内隐追随对员工建言行为的影响,以此丰富内隐追随体系,为组织管理实践提供理论指导。首先,研究基于对国内外相关文献的分析,结合开放式问卷收集内隐追随量表条目,探索个体内隐追随结构,并严格遵循心理学标准化量表编制流程,进行探索性因素分析、验证性因素分析,编制出内隐追随量表;然后,采用相关分析,将自编内隐追随量表与国外Sy(2010)编制的内隐追随量表进行相关分析比较,检验自编问卷的校标效度;其次,采用t检验、方差分析对内隐追随的人口统计学进行了分析;最后,选取领导者-追随者二元对为研究对象,采用相关分析、回归分析和结构方程模型探究领导者内隐追随(包括追随原型、追随反原型)对员工建言行为的影响及其作用机制。研究发现:(1)内隐追随的内容结构包括4个一阶因子(维度),分别为:理想任务、好公民、消极怠工、破坏性行为;再经整合形成二阶因子,分别为追随原型(包括理想任务、好公民)、追随反原型(包括消极怠工、破坏性行为)。(2)自编内隐追随量表与国外Sy(2010)编制的内隐追随量表相关。其中自编IFTs量表的追随原型条目与Sy的IFTs量表的追随原型条目相关,而与其追随反原型IFTs负相关。(3)内隐追随及其各维度在年龄、工龄、职位等人口统计学特征方面存在差异。(4)领导者内隐追随对员工建言行为有显著的预测作用。领导者的追随原型对员工的建言行为(抑制性建言、促进性建言)具有显著正向影响;领导者的追随反原型对员工的建言行为(抑制性建言、促进性建言)具有显著负向影响。(5)领导支持在领导者追随原型与员工建言行为之间起到中介作用。领导者追随原型对领导支持具有显著正向影响,领导支持对员工建言行为具有显著正向影响。(6)辱虐管理在领导者追随反原型与员工建言行为之间起到中介作用。领导者追随反原型对辱虐管理具有显著正向影响,辱虐管理对员工建言行为具有显著负向影响。本研究的最后,对整个研究进行了总结,并在此基础之上提出了启示和对未来研究的展望。
[Abstract]:Implicit follow has been paid more and more attention as the frontier of organizational behavior research at home and abroad in recent years, but there are few empirical studies. Therefore, this study explores the content and structure of local implicit follow, and introduces it into the real organization to explore the influence of implicit leadership on the behavior of employee advice, so as to enrich the implicit follow system. To provide theoretical guidance for the practice of organizational management. First of all, based on the analysis of relevant literature at home and abroad, combined with the open questionnaire to collect the items of implicit follow-up scale, explore the individual implicit follow structure, and strictly follow the psychological standardized scale development process, exploratory factor analysis. Then, by using correlation analysis, the self-made implicit follow scale was compared with that developed by Sy (2010) in foreign countries to test the calibration validity of the questionnaire. T test and ANOVA were used to analyze the implicit follow demography. Finally, the leader-follower pair was selected as the research object, and the correlation analysis was used. Regression analysis and structural equation model are used to explore the influence of implicit follower (including following archetype and following anti-archetype) on employee's speech behavior and its mechanism. The results show that: (1) the content structure of implicit follower includes four first-order factors (dimensions), which are ideal task, good citizen, passive and destructive behavior, and then form second order factor, which includes ideal task. Good citizen), follow the anti-archetype (including passive idling, destructive behavior). (2) self-compiled implicit follow scale and foreign Sy (2010) developed implicit follow scale correlation. Among them, the following prototype items of self-made IFTs scale were correlated with those of Sy's IFTs scale, but negatively correlated with the following anti-archetypal IFTs. (3) implicit pursuit and its dimensions were found in age, length of service. There are differences in demographic characteristics such as positions. (4) implicit leadership follow has a significant predictive effect on employee advice behavior. The leader's following archetype has a significant positive influence on the employee's suggestion behavior (suppressive advice, promoting advice), and the leader's following anti-archetype has a significant positive influence on the employee's suggestion behavior (suppressive advice). (5) leadership support plays an intermediary role between the leader following the prototype and the employee's advocacy behavior. Leaders follow archetypes have a significant positive impact on leadership support, and leadership support has a significant positive impact on employee advice behavior. (6) abuse management plays an intermediary role between leaders following anti-prototype and employee advice behavior. The leaders follow the anti-archetype has a significant positive impact on abusive management, and abusive management has a significant negative impact on employee advice behavior. At the end of this study, the whole research is summarized, and the enlightenment and prospect of future research are put forward.
【学位授予单位】：广州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：B848.4
[Abstract]:Implicit follow has been paid more and more attention as the frontier of organizational behavior research at home and abroad in recent years, but there are few empirical studies. Therefore, this study explores the content and structure of local implicit follow, and introduces it into the real organization to explore the influence of implicit leadership on the behavior of employee advice, so as to enrich the implicit follow system. To provide theoretical guidance for the practice of organizational management. First of all, based on the analysis of relevant literature at home and abroad, combined with the open questionnaire to collect the items of implicit follow-up scale, explore the individual implicit follow structure, and strictly follow the psychological standardized scale development process, exploratory factor analysis. Then, by using correlation analysis, the self-made implicit follow scale was compared with that developed by Sy (2010) in foreign countries to test the calibration validity of the questionnaire. T test and ANOVA were used to analyze the implicit follow demography. Finally, the leader-follower pair was selected as the research object, and the correlation analysis was used. Regression analysis and structural equation model are used to explore the influence of implicit follower (including following archetype and following anti-archetype) on employee's speech behavior and its mechanism. The results show that: (1) the content structure of implicit follower includes four first-order factors (dimensions), which are ideal task, good citizen, passive and destructive behavior, and then form second order factor, which includes ideal task. Good citizen), follow the anti-archetype (including passive idling, destructive behavior). (2) self-compiled implicit follow scale and foreign Sy (2010) developed implicit follow scale correlation. Among them, the following prototype items of self-made IFTs scale were correlated with those of Sy's IFTs scale, but negatively correlated with the following anti-archetypal IFTs. (3) implicit pursuit and its dimensions were found in age, length of service. There are differences in demographic characteristics such as positions. (4) implicit leadership follow has a significant predictive effect on employee advice behavior. The leader's following archetype has a significant positive influence on the employee's suggestion behavior (suppressive advice, promoting advice), and the leader's following anti-archetype has a significant positive influence on the employee's suggestion behavior (suppressive advice). (5) leadership support plays an intermediary role between the leader following the prototype and the employee's advocacy behavior. Leaders follow archetypes have a significant positive impact on leadership support, and leadership support has a significant positive impact on employee advice behavior. (6) abuse management plays an intermediary role between leaders following anti-prototype and employee advice behavior. The leaders follow the anti-archetype has a significant positive impact on abusive management, and abusive management has a significant negative impact on employee advice behavior. At the end of this study, the whole research is summarized, and the enlightenment and prospect of future research are put forward.
【学位授予单位】：广州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：B848.4
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