摘要
本文依据不确定性降低理论和AMO理论,基于356名新员工为期一年的跟踪调查,采用多层线性模型方法,探究了新员工建言行为的动态变化趋势及其边界条件。结果表明,新员工建言行为在组织社会化阶段呈现倒U型的曲线模式。关系型自我构念调节了新员工建言行为的变化趋势,即相较于关系型自我构念较强的个体,关系型自我构念较弱的个体的建言行为的变化幅度更小。此外,在引入变革型领导后,变革型领导与关系型自我构念的交互效应显著调节了新员工建言行为的变化趋势。本文为组织鼓励和维持员工高水平的建言行为提供了理论框架。
Based on uncertainty reduction theory and ability-motivation-opportunity theory,this study examines how newcomers’voice behavior changes with the length of their service.We further theorize that newcomers’relational self-construal and transformational leadership would moderate the trajectory of voice behavior.Using a five-wave longitudinal study among 356 newcomers,our findings confirm that,on average,newcomers’voice behavior exhibit an inverted U-shaped pattern.In addition,as we predict,relational self-construal moderates the changing pattern of voice behavior such that the inverted U-shaped pattern is steeper for newcomers with higher relational self-construal.Also as expected,the interaction between relational self-construal and transformational leadership can also moderate the changing pattern of voice behavior.This study contributes to a comprehensive theoretical framework of how to motivate employees to remain at a high level of voice behavior.
作者
张靓婷
冯晓霞
付景涛
王斌
Zhang Liangting;Feng Xiaoxia;Fu Jingtao;Wang Bin(Management School of Hainan University,Haikou 570228;School of Management,Shanghai University,Shanghai 200444)
出处
《管理评论》
CSSCI
北大核心
2022年第11期206-217,共12页
Management Review
基金
国家自然科学基金青年项目(72002060,72102140)
国家社会科学基金一般项目(21BGL147)
海南省自然科学基金高层次人才项目(722RC641)
海南大学科研启动金项目(kyqd(sk)1937)
关键词
新员工建言行为
组织社会化
AMO
关系型自我构念
变革型领导
newcomers’voice behavior
organizational socialization
ability-motivation-opportunity
relational self-construal
transformational leadership
作者简介
张靓婷,海南大学管理学院副教授,博士生导师,博士;冯晓霞,海南大学管理学院硕士研究生;通讯作者:付景涛,海南大学管理学院教授,博士生导师,博士;王斌,上海大学管理学院副教授,硕士生导师,博士。
