“瑕瑜互见，长短并存”：建言习惯的双刃剑效应机制及边界条件研究

Existing research on voice has predominantly adopted a deliberative perspective, whereby individuals will not speak up unless they expect positive results through rational evaluation. Accordingly, voice behavior is usually rewarded in the organization, such as with higher performance evaluation and promotability. However, other than going through a rational cognitive decision-making process, employee voice behavior may also be an uncalculated reaction. Without cost-benefit calculations, the risk of voice through a nonconscious process is greatly increased, which is likely to be a “double-edged sword” to the voicer. Unfortunately, the understanding of the nonconscious process of voice behavior is still limited. Voice habit, with the distinctive characteristics of repetition and automaticity, is the latest finding based on the nonconscious process of voice. In this project, we extend the research on voice habit in several aspects. Firstly, we will develop a measurement of voice habit. Secondly, we propose the dual mechanism of voice habit, with the positive mechanism of perceived authenticity and initiative, and the negative mechanism of negative emotions and relationship damage. Finally, we further explore the boundary conditions of the above mechanisms from the aspects of voice characteristic, voicer, target and voice environment. Expected results not only have theoretical implications for a comprehensive understanding of the occurrence and development of voice behavior, but also provide practical guidance on effectively avoiding the negative impact of voice habit.

建言现有研究大多基于深思熟虑过程的前提假设，认为员工通过理性评估，对结果形成积极预期后才会建言，因此通常会获得好的绩效评价和晋升机会等积极反馈效果。然而，员工建言既可能是理性认知决策的结果，也可能是无意识的直接反应。由于缺少利弊权衡的认知加工，无意识过程产生的建言行为给建言者带来的风险性大大提高，极有可能是把“双刃剑”。遗憾的是，现有研究并没有重视此类建言行为，对其效应的研究更为匮乏。建言习惯正是基于建言无意识过程的最新研究发现，具有反复发生和自动化的鲜明特征。本项目将在开发建言习惯科学测量的基础上，从感知真实性和主动性的积极中介，以及负面情绪和关系破坏的消极中介，剖析建言习惯的双重效应机制；并进一步从建言特点、建言者、被建言者和建言环境方面，探讨建言习惯效应的边界条件。预期成果不仅对全面认识建言行为的发生及发展过程具有理论价值，同时也能够为有效避免建言习惯的消极影响提供实践指导。

建言行为的以往研究认为，建言是员工基于多方面的成本收益权衡，谨慎决策之后产生的行为结果。尽管从传统深思熟虑视角进行研究是非常必要且重要的，但并不能帮助我们认识和理解建言行为的全貌。这是因为，员工建言既可能是个体理性认知决策的结果，也可能是无意识的直接反应。建言习惯概念正是从无意识视角研究建言的最新发现中提出的，它强调员工在形成潜在建言意愿的同时，自动地将意愿转化为实际的建言行为，并没有经过利弊权衡的认知加工。本项目引入无意识视角，在传统研究提出的“深思熟虑”建言行为基础上，补充研究“脱口而出”的建言行为，聚焦于建言习惯，围绕其测量工具、影响机制及边界条件展开系列研究，全面揭示建言习惯对建言者带来行为结果的动态发展过程，并通过大样本实证调研检验理论模型。本项目不仅在研究视角上拓展了建言行为的现有认识，为建言习惯的发生及发展过程构建较为完整的研究框架，同时能够对有效避免建言习惯的负面影响有实践指导意义。