挑战性—阻碍性压力源与员工建言的关系：授权的视角-challenging - relationship between obstructive stressors and employee voice perspective of authorization.docxVIP

I I 摘 要 面对复杂多变的社会经济及工作环境，员工建言在组织中的作用日益重要。已 有的研究多从创设有利情境来探讨其促进因素，对组织现实中员工建言的潜在不利 因素的关注相对不够。本研究从关注现实中员工建言的潜在不利因素出发，探讨了 工作压力源对员工建言行为的作用效果，并探究个体与团队层面情境变量在其中的 调节作用。 基于挑战性—阻碍性的工作压力源分类，整合社会交换理论与资源保护理论， 本文提出了挑战性压力源、阻碍性压力源对员工建言的作用效果假设，并进一步预 测了领导授权与员工心理自主性在其中的调节效应。通过现场调研及问卷调查，收 集了来自 15 个组织 42 个工作团队的 226 份员工-主管配对数据，借助分析软件 HLM6.08，构建了员工建言及心理自主性的多层线性回归模型。检验结果表明：挑 战性压力源对员工建言具有积极促进作用，阻碍性压力源对员工建言具有抑制作用； 领导授权显著正向影响员工的心理自主性，同时二者都将作为一种缓冲资源，弱化 工作压力源与员工建言之间的关系：领导授权弱化两种压力源与员工建言之间的关 系，心理自主性弱化挑战性压力源与建言之间的关系。最后，探讨了本研究的理论 意义、管理启示及局限性。 关键词：建言；挑战性压力源；阻碍性压力源；领导授权；心理自主性 II II Abstract With the more and more complex environment in the social, economy and workplace, the employee voice is increasingly important to the organization. Most of the existing researches focused on the elements of positive circumstance rather than negative one, and much less is known about the potential adverse factors to employee voice in the reality. This thesis focused on the negative circumstance, we discussed the effect of the work stressors on employee voice, and whats more, researched the regulatory effect of the situational variables both in the individual and team levels. Combined the social exchange theory and the conservation of resource theory, the thesis supposed the relationship between the challenge - hindrance stressor and the employee voice, and the moderate role the leader empowerment and received autonomy would played. Based on 226 employee-supervisor matched data from 42 work teams in 15 organizations, we constructed the hierarchical linear regression model for employee voice and received autonomy. The result shows that the challenge stressor promotes employee voice, while the hindrance stressor has negative effect, and the leader empowerment is beneficial to employee’s received autonomy, both of them weaken the relationship of work stressors and employee voice: leader empowerment weaken the relationship between both kind of stressors and employee voice, while autonomy weaken the relationship of chal