作　　者： ; ; ;

机构地区： 华南理工大学工商管理学院

出　　处： 《中国人力资源开发》 2015年第23期38-45,共8页

摘　　要： 在中国社会讲人情、重面子、强调和谐的文化背景下,管理者如何通过识别员工的价值取向,从而采取有效的领导行为以减少其沉默行为是一个值得关注的问题。本研究基于社会交换理论和冲突回避理论,采用问卷调查法考察关爱下属领导行为与表面和谐价值观对员工沉默行为的影响。本研究结果表明:(1)领导者的关爱下属行为负向影响员工的默许沉默和漠视沉默;(2)员工注重表面和谐的价值观对于员工的防御沉默和漠视沉默具有正向影响;(3)员工有关建言情境的心理安全感知对员工默许沉默、防御沉默和漠视沉默均具有显著的负向影响;(4)员工的心理安全感知完全中介了关爱下属领导行为对于员工默许沉默的负向影响、部分中介了关爱下属领导行为对于员工漠视沉默的负向影响;(5)心理安全感在员工表面和谐价值观对防御沉默和漠视沉默的影响关系中起到部分中介作用。 Within the cultural context characterized by interpersonal relationship, face and harmony in Chinese society, it deserves more research attention that how managers prevent their employees from remaining silent and inspire them to actively voice ideas by identifying employees＇ values, showing effective leadership behavior, and creating atmosphere for open communication. Based on the social exchange and conflict avoidance, this study investigates the influence＇ of showing benevolence leadership and superficial harmony values on employee silence through questionnaire. Results of this research are as fonows：（t） showing benevolence leadership behaviors negatively relate to employees＇ acquiescent silence and disregardful silence; （2）individual values for superficial harmony positively relate to employees＇ defensive silence and disregardful silence; （3） employees＇ perception of psychological safety regarding of the voicing situation negatively relates to employee silence; （4） employees＇ psychological safety perception fully mediates the relation between showing benevolence leadership behaviors and acquiescent silence, and partly mediates the relation between showing benevolence leadership behaviors and disregardful silence ; （5）employees＇ psychological safety partly mediates the relation between individual values for superficial harmony and defensive silence and disregardful silence respectively.

关 键 词： 关爱下属 表面和谐 心理安全 员工沉默

领　　域： [经济管理]