员工沉默行为的产生机制：基于内隐理论的研究

In the daily work, employees often withhold important information and suggestions associated with their work that may help improve their organizations. Although silence behavior has a number of negative impacts on organizations, groups, and employees, it has not yet been widely concerned in empirical research. The formation mechanism of employee silence deserves more attention. This project aims to explore the antecedents and formation mechanism of employee silence through both qualitative and quantitative approaches. Basing on the implicit voice theories, we will test a multi-level model of employee and leader characteristics, contextual factors, and silence behavior. Specifically, we will first develop measure of implicit voice theories held by Chinese employees. Additionally, we will examine the relationships between employee characteristics and implicit voice theories by collecting multi-wave data. Finally, we will test the impact of implicit voice theories on employee silence, as well as the cross-level moderation effects of leader and group factors. Findings of this project will extend the extant research on employee silence, and help organization managers to effectively prevent and reduce employee silence via management practice.

在日常工作中，员工往往会出于不同的考虑而隐瞒与组织相关的信息和建议，这种故意的沉默行为会危害组织、团队乃至员工个人的健康发展。然而迄今为止，员工沉默行为的相关实证研究并不多，其产生的内在机制有待更深入的探讨。本课题将在中国组织情境下，采用质化研究与量化研究相结合的方式，从中国员工的内隐建言理论入手，建立包含员工特征、领导特征、情境因素的跨层次整合模型，运用多层线性模型和结构方程模型分析技术，探索员工沉默行为的产生机制。本课题将首先归纳中国员工内隐建言理论的内容，开发内隐建言理论量表；其次基于纵向调查数据，考察两种个体特征对员工内隐建言理论及沉默行为的影响；最后基于来自领导-成员的配对数据，检验内隐建言理论与员工沉默行为的关系，探讨团队层次的领导和情境因素对于这一关系的跨层次调节作用。研究结果将有助于推进员工沉默相关研究，同时为组织有效预防和减少员工沉默提供实践参考。

在日常工作中，普通员工往往容易发现组织存在的问题。然而出于各种考虑，员工经常会保持沉默。本项目采取质化和量化相结合的研究思路，探讨了员工沉默行为的产生机制。根据内隐理论，本项目基于深度访谈和开放式问卷，梳理了中国员工的沉默决策过程和内隐建言理论。根据社会信息加工、调节焦点和工作压力理论，本项目基于团队问卷调查，检验了领导风格和员工特征对沉默行为的共同作用，探讨了团队沉默对工作结果的影响。质化研究表明，中国员工的沉默决策过程包括了对发言的意愿、机会、效果和影响的四阶段认知，中国员工普遍持有的内隐建言理论不仅涉及工作疏离和建言机会，还蕴含了对建议效果和利益得失的强烈担忧。量化分析发现，领导的权力距离倾向会通过建言有用感和心理安全感来影响员工沉默行为，这一间接效应会受到员工调节焦点的影响。此外，团队成员的集体沉默会增大某些工作负面事件的危害。本项目的结论有助于揭示员工沉默行为的产生机制，同时为组织减少员工沉默提供参考。