让建言更多含金量：员工建言质量的内涵、测量与前因机制研究

Although employees’ voice behavior theory has been developing for nearly 50 years, a large number of studies mainly focus on how to enable employees “to dare to voice” and “to voice more”, ignoring the quality of the employees’ voice. This paper discusses the content, measurement and antecedent variables of employees’ voice quality through qualitative and empirical studies. In the qualitative study, we are based on the grounded theory to define the connotation of employees’ voice quality, and endeavor to develop a comprehensive measurement of employees’ voice quality in guidance of strict scale development procedures. The empirical research is guided by data-driven implicit voice theory. At individual level, we test the mediating role of employees’ data-driven implicit voice beliefs and the moderating role of employees’ voice efficacy and task performance in the relationship between employees’ critical thinking and employees’ voice quality. At team level, we test the mediating role of team data-driven voice climate and employees’ data-driven implicit voice beliefs, and the moderating role of team task reflexivity and voice reward system in the relationship between leaders’ critical thinking and employees’ voice quality. It is expected to enrich and develop the employees’ voice behavior theory through the scale development and the antecedent variables discussion on the quality of employees’ voice , thus providing theoretical guidance for management practice.

尽管建言行为理论已经发展近50年，但大量研究主要探索了如何让员工“敢建言”、“多建言”，忽略了对建言本身质量的探讨。本研究将通过质性研究和实证研究探讨建言质量的内涵、测量与前因机制。质性研究，主要按照扎根理论的思想，界定员工建言质量的内涵，并严格遵循量表开发步骤，开发员工建言质量的测量工具。实证研究，主要基于数据驱动的内隐建言理论，从个体层面探讨员工批判性思维对员工建言质量的作用机制，即员工数据驱动的内隐建言信念的中介作用，以及员工建言效能感和员工工作绩效的调节作用；团队层面探讨领导批判性思维对员工建言质量的跨层影响机制，即团队数据驱动的建言氛围与员工数据驱动的内隐建言信念的中介作用，以及团队任务反思与团队建言奖励机制的调节作用。以期通过建言质量的量表开发以及前因机制的探讨，进一步丰富和拓展员工建言行为理论，并为管理实践提供理论指导。

员工高质量的建议是企业提质增效的重要途径。然而，以往研究主要聚焦在员工的“建言参与”和“建言数量”上, 忽略了一个最本质的问题——员工的建言质量如何？为解决这一关键问题, 分别从员工建言质量的内涵、测量、前因机制的角度构建一个关于员工建言质量的系统研究。研究一基于扎根理论, 通过对148位中高管进行开放式问卷调查，32位中高管进行访谈, 以及两轮预测试，形成了四个维度16个条目的员工建言质量测量工具; 研究二从领导认知、领导风格、员工动机三方面探讨了员工建言质量（行为）的前因机制。研究结果证实了在员工建言效能感边界作用下，领导批判性思维能提升员工建言质量，但同时也可能导致员工沉默。在酒店业，客户导向的员工动机能强化员工的建言质量。同时，授权型领导、教练型领导、LMX、LMXD以及领导知觉到的下属资质过剩都对员工建言行为有预测作用；研究三，围绕员工建言和员工主动行为，开展了系列相关研究。证实了领导情感特质、差异性授权型领导风格、LMXD对员工的工作绩效、主动服务行为等具有预测作用。项目团队发表（接收）文章17篇，其中SSCI文章7篇，CSSCI文章8篇。