建言行为对员工职业成长的作用及其形成机理研究

There are two challenges for Chinese companies to promote employee voice behavior. On one hand, the conflict of “voice more frequently” which companies try to encourage and “speak more carefully” which Chinese traditional culture emphasize. On the other hand, voice behavior is good for organizations but employees who voice may take some risks. As previous studies are mainly based on the perspective of organizational interests, this study is designed to explore the continuous emerging mechanism of voice behavior by introducing the career growth construct focusing on employees’ interests. Firstly, this study will analyze voice behavior from quality, frequency and form three dimensions, explore the quality attributes of voice behavior and also develop the scales to measure these quality attributes. Secondly, based on social exchange theory, this study will analyze how voice quality, frequency and inform influence career growth, and clarify which kinds of voice behavior are better for employee career growth. Thirdly, this study will explore the affecting mechanism of voice behavior on career growth by using longitudinal method and analyzing the subordinate-supervisor dyad data of multiple time points, in order to reveal the path and key conditions of how voice behavior affects career growth. Finally, this study will explore the reciprocal relationship between voice behavior and career growth from a dynamic perspective, and examine the long-term formation mechanism of voice behavior by using latent change score approach to analyze the tracking data. The results of the study will not only help to advance the research on the effect of voice behavior and its formation mechanism, but also provide suggestions for organizations to promote employees voice behavior by taking employees’ interests into account so as to enhance their competitive strength.

中国企业激励员工建言面临两个挑战——建言与“慎言”文化冲突、建言对组织有益而建言者承担风险。区别于以往研究多基于组织利益视角，本课题基于员工利益视角，通过探究建言行为对员工职业成长的作用揭示建言行为的持续发生机制。首先，从建言质量、频次和形式多个维度解构建言行为，运用质性研究探索建言质量的特征并开发量表；其次，基于社会交换理论，辨析不同类型建言行为对职业成长的差异化影响，阐明何种建言行为更有利于员工职业成长；再次，构建建言行为对职业成长的影响机理模型，运用纵向研究设计，分析多个时点的员工-主管配对数据，揭示建言行为促进员工职业成长的双路径作用与关键条件；最后，基于动态视角，探索建言行为-职业成长-后续建言行为的互动作用关系，运用潜在变化评分法分析追踪数据，揭示建言行为的长期形成机理。研究结果将有助于推进建言行为作用与形成机理研究，为组织通过兼顾员工利益促进建言行为从而提升竞争力提供对策。

员工建言行为因其对组织的价值持续成为管理实践和研究关注的热点。本研究基于员工利益视角，探讨建言质量内涵及其对员工职业成长的作用机制，在此基础上探讨建言行为的持续发生机制。（1）本研究基于扎根理论，通过质性研究厘清了建言质量的内容结构，提出建言质量包含重要性、准确性和可行性三个维度；基于四个阶段1059份多地区、多企业、多层次的样本数据完成建言质量的测量量表开发，为后续研究提供了13题项的三维度建言质量量表。（2）基于信号理论和竞争流动视角，通过来自多个企业的300份领导-成员配对样本，揭示了员工建言行为与主管积极反应交互影响员工的职业成长，职业指导和工作自我效能起到中介作用；建言质量与内在职业成长和外在职业成长正相关，领导-成员交换关系和工作自我效能起到中介作用；建言质量调节建言数量通过职业指导和工作自我效能对职业成长的间接作用。（3）基于内隐追随理论，通过来自多个企业的409份有效样本，揭示了促进性建言与工作绩效呈正相关的线性关系，抑制性建言和工作绩效之间呈倒U型的曲线关系，领导-成员交换关系在其中起到中介作用，包容性领导在其中起到调节作用。（4）基于社会认知理论，通过51个科研团队的322份样本，揭示了建言行为通过咨询网络中心性提高个体影响力，助人行为通过友谊网络中心性提高个体影响力，性别在组织公民行为和社会网络中心性之间起调节作用。（5）基于动态视角，初步揭示了建言行为-职业成长-后续建言行为的互动作用关系。此外，将建言行为研究拓展到团队层面，基于团队学习理论，通过对来自多学科74个科研团队的 406 套团队配对样本，揭示了团队建言频率对团队创造力的链式中介作用机制；揭示了团队建言质量在团队建言频率与团队创造力之间的复杂调节作用；探索了团队建言分布在其中起到的作用。研究结果将有助于推进建言行为内涵结构、作用与形成机理研究，为组织促进员工建言行为从而提升竞争力提供理论借鉴。