有话好好说：建言者情绪、建言类型对上级采纳建言的影响及其内在机制

摘要/Abstract

摘要： 员工通过建言向上级指出问题或提出想法,被上级采纳才能真正发挥作用。基于情绪即社会信息模型,分析了建言者情绪和建言类型对上级采纳建言的影响及其内在机制。以133名管理人员为样本,采用模拟情境实验,2(积极情绪/消极情绪)×2(促进性建言/抑制性建言)被试间设计,结果发现:建言者情绪的主效应显著,上级更多采纳以积极情绪提出的建言;建言类型的主效应显著,上级更多采纳促进性建言;建言者情绪和建言类型的交互效应显著,当建言者提出抑制性建言时,建言者情绪对上级采纳建言的影响更大;建言者情绪、建言类型及其交互效应通过感知的建言者忠诚的中介作用影响上级采纳建言。最后,讨论了研究的理论贡献与管理启示,并提出了未来研究方向。

关键词: 采纳建言, 建言行为, 情绪, 建言类型, 感知的建言者忠诚

Abstract: Employees’ any suggestion to their superiors can not bear fruit unless it is adopted. Based on the theory of emotions as social information, we analyze the influence of voicer’s emotion and voice type on superiors’ attitude and the internal mechanism of how the influence works. 133 managers are invited to participate in our scenario-based experiment. A 2 (positive emotion / negative emotion)×2 (promotive voice / prohibitive voice) between-subject design is employed. The results show that the main effect of voicer’ s emotion is significant and more suggestions voiced with a positive emotion are taken; the main effect of voice type is significant and more promotive voices are taken; the interactive effect between voicer’s emotion and voice type is significant; loyalty mediates the impacts that voicer’s emotion, voice type and the interactive effect between them have on superiors’ attitude. The theoretical contributions and empirical implications of this study are discussed finally.

Key words: suggestion adoption, suggesting behavior, emotion, voice type, loyalty

周浩, 盛欣怡, 覃春华. 有话好好说：建言者情绪、建言类型对上级采纳建言的影响及其内在机制[J]. 管理评论, 2022, 34(10): 170-179.

Zhou Hao, Sheng Xinyi, Qin Chunhua. The Impact of Voicer’s Emotion and Voice Type on Superiors’ Attitude and the Mechanism of How the Impact Works[J]. Management Review, 2022, 34(10): 170-179.

参考文献

[1] Liang J., Farh C. I. C., Farh J. L. Psychological Antecedents of Promotive and Prohibitive Voice:A Two-Wave Examination[J]. Academy of Management Journal, 2012,55(1):71-92;
[2] Weiss M., Morrison E. W. Speaking up and Moving up:How Voice can Enhance Employees' Social Status[J]. Journal of Organizational Behavior, 2019,40(1):5-19;
[3] 尹奎,孙健敏,张凯丽,等. 职场友谊对建言行为的影响:-个有调节的中介模型[J]. 管理评论, 2018,30(4):132-141;
[4] 周浩,刘安妮. 下属为何进谏上司:基于主管可信度视角的分析[J]. 管理工程学报, 2019,33(2):36-41;
[5] 段锦云,张倩,黄彩云. 建言角色认同及对员工建言行为的影响机制研究[J]. 南开管理评论, 2015,18(5):65-74;
[6] Morrison E. W. Employee Voice and Silence[J]. Annual Review of Organizational Psychology and Organizational Behavior, 2014, 1:173-197;
[7] Burris E. R. The Risks and Rewards of Speaking Up:Managerial Responses to Employee Voice[J]. Academy of Management Journal, 2012,55(4):851-875;
[8] Detert J. R., Burris E. R., Harrison D. A., et al. Voice Flows to and around Leaders:Understanding When Units Are Helped or Hurt by Employee Voice[J]. Administrative Science Quarterly, 2013,58(4):624-668;
[9] 阎亮,马贵梅. 工作满意或不满意促进建言?——代际差异与PIED的调节效应[J]. 管理评论, 2018,30(11):176-185;
[10] Schreurs B., Hamstra M. R. W., Davidson T. What' s in a Word? Using Construal-Level Theory to Predict Voice Endorsement[J]. European Journal of Work and Organizational Psychology, 2020,29(1):93-105;
[11] Lam C. F., Lee C., Sui Y. Say It as It Is:Consequences of Voice Directness, Voice Politeness, and Voicer Credibility on Voice Endorsement[J]. Journal of Applied Psychology, 2019,104(5):642-658;
[12] Van Kleef G. A. How Emotions Regulate Social Life:The Emotions as Social Information (EASI) Model[J]. Current Directions in Psychological Science, 2009,18(3):184-188;
[13] Van Kleef G. A., De Dreu C. K. W., Manstead A. S. R. An Interpersonal Approach to Emotion in Social Decision Making:The Emotions as Social Information Model[J]. Advances in Experimental Social Psychology, 2010,42:45-96;
[14] Liu W., Song Z., Li X., et al. Why and When Leader' s Affective States Influence Employee Upward Voice[J]. Academy of Management Journal, 2017,60(1):238-263;
[15] 隋杨,张悦,陈琴. 上级发展性反馈与员工建言:情绪的中介作用及团队认同感的调节作用[J]. 管理评论, 2019,31(11):161-170;
[16] 梁建. 道德领导与员工建言:一个调节-中介模型的构建与检验[J]. 心理学报, 2014,46(2):252-264;
[17] Kim J., MacDuffie J. P., Pil F. K. Employee Voice and Organizational Performance:Team versus Representative Influence[J]. Human Relations, 2010,63(3):371-394;
[18] 周浩,龙立荣. 基于自我效能感调节作用的工作不安全感对建言行为的影响研究[J]. 管理学报, 2013,10(11):1604-1610;
[19] 刘顿,古继宝. 领导发展性反馈、员工工作卷入与建言行为:员工情绪智力调节作用[J]. 管理评论, 2018,30(3):128-139;
[20] Fast N., Burris E., Bartel C. Managing to Stay in the Dark:Managerial Self-Efficacy, Ego Defensiveness, and the Aversion to Employee Voice[J]. Academy of Management Journal, 2014,57(4):1013-1034;
[21] 张龙,李想. 管理者为什么纳言?——基于说服理论的研究[J]. 外国经济与管理, 2016,38(9):80-92;
[22] 章凯,时金京,罗文豪. 建言采纳如何促进员工建言:基于目标自组织视角的整合机制[J]. 心理学报, 2020,52(2):229-239;
[23] Burris E. R., Detert J. R., Romney A. C. Speaking Up Vs. Being Heard:The Dimensions of Disagreement around and Outcomes of Employee Voice[J]. Organization Science, 2013,24(1):22-38;
[24] McClean E. J., Burris E. R., Detert J. R. When does Voice Lead to Exit? It Depends on Leadership[J]. Academy of Management Journal, 2013,56(2):525-548;
[25] 周浩. 管理者权力对采纳建言的影响:管理者自我效能与权力距离的作用[J]. 四川大学学报(哲学社会科学版), 2016,3(3):123-131;
[26] Deng H., Walter F., Guan Y. J. Supervisor-Directed Emotional Labor as Upward Influence:An Emotions-as-Social-Information Perspective[J]. Journal of Organizational Behavior, 2020,41(4):384-402;
[27] 孟昭兰. 情绪心理学[M]. 北京:北京大学出版社, 2005;
[28] Van Kleef G. A., Anastasopoulou C., Nijstad B. A. Can Expressions of Anger Enhance Creativity? A Test of the Emotions as Social Information (EASI) Model[J]. Journal of Experimental Social Psychology, 2010,46(6):1042-1048;
[29] Tepper B. J., Duffy M. K., Hoobler J., et al. Moderators of the Relationships between Coworkers' Organizational Citizenship Behavior and Fellow Employees' Attitudes[J]. Journal of Applied Psychology, 2004,89(3):455-465;
[30] 李方君,郑粉芳,杨倩怡,等. 员工建言行为的结果及其调节机制[J]. 心理科学进展, 2018,26(4):710-718;
[31] Whiting S. W., Maynes T. D., Podsakoff N. P., et al. Effects of Message, Source and Context on Evaluations of Employee Voice Behavior[J]. Journal of Applied Psychology, 2012,97(1):159-182;
[32] Chamberlin M., Newton D. W., LePine J. A. A Meta-analysis of Voice and Its Promotive and Prohibitive Forms:Identification of Key Associations, Distinctions, and Future Research Directions[J]. Personnel Psychology, 2017,70(1):11-71;
[33] Van Doorn E. A., Van Kleef G. A., Van der Pligt J. Deriving Meaning from Others' Emotions:Attribution, Appraisal, and the Use of Emotions as Social Information[J]. Frontiers in Psychology, 2015,6:1077;
[34] Treffers T., Putora P. M. Emotions as Social Information in Shared Decision-Making in Oncology[J]. Oncology, 2020,98(6):430-437;
[35] Wang Z., Singh S. N., Li Y. J., et al. Effects of Employees' Positive Affective Displays on Customer Loyalty Intentions:An Emotions-as-Social-Information Perspective[J]. Academy of Management Journal, 2017,60(1):109-129;
[36] Hillebrandt A., Barclay L. J. Comparing Integral and Incidental Emotions:Testing Insights from Emotions as Social Information Theory and Attribution Theory[J]. Journal of Applied Psychology, 2017,102(5):732-752;
[37] Chen Z. X., Tsui A. S., Farh J. L. Loyalty to Supervisor vs. Organizational Commitment:Relationships to Employee Performance in China[J]. Journal of Occupational and Organizational Psychology, 2002,75(3):339-356;
[38] 郑伯壎,姜定宇. 华人组织中的主管忠诚:主位与客位概念对员工效能的效果[J]. 本土心理学研究, 2000,(14):65-113;
[39] 郑伯壎. 企业组织中上下属的信任关系[J]. 社会学研究, 1999,(2):24-39;
[40] 魏昕,张志学. 上级何时采纳促进性或抑制性进言?——上级地位和下属专业度的影响[J]. 管理世界, 2014,(1):132-143;
[41] Shafer A. B. Brief Bipolar Markers for the Five-Factor Model of Personality[J]. Psychological Reports, 1999,84(3):1173-1179;
[42] Lin M. M. What Is the Affect by Leader Emotion in an Organization? Exploring the Effects of Leader Emotion on Leader Role and Employee Impression[J]. International Journal of Business & Management, 2016,12(1):239-248;
[43] Tellegen A., Watson D., Clark L. A. On the Dimensional and Hierarchical Structure of Affect[J]. Psychological Science, 1999, 10(4):297-303;
[44] Hayes A. F. Introduction to Mediation, Moderation, and Conditional Process Analysis:A Regression-Based Approach[M]. New York:The Guilford Press, 2013;
[45] Tofighi D., MacKinnon D. P. RMediation:An R Package for Mediation Analysis Confidence Intervals[J]. Behavior Research Methods, 2011,43(3):692-700;
[46] Davidson T., Van Dyne L., Lin B. Too Attached to Speak up? It Depends:How Supervisor-Subordinate Guanxi and Perceived Job Control Influence Upward Constructive Voice[J]. Organizational Behavior and Human Decision Processes, 2017,143:39-53;
[47] Liang J., Shu R., Farh C. I. C. Differential Implications of Team Member Promotive and Prohibitive Voice on Innovation Performance in Research and Development Project Teams:A Dialectic Perspective[J]. Journal of Organizational Behavior, 2019,40(1):91-104;
[48] Lee D., Choi Y., Youn S., et al. Ethical Leadership and Employee Moral Voice:The Mediating Role of Moral Efficacy and the Moderating Role of Leader-Follower Value Congruence[J]. Journal of Business Ethics, 2017,141(1):47-57;
[49] Aryee A., Walumbwa F. O., Mondejar R., et al. Core Self-evaluations and Employee Voice Behavior:Test of a Dual-Motivational Pathway[J]. Journal of Management, 2017,43(3):946-966;
[50] 梁潇杰,于桂兰,付博. 与上级关系好的员工一定会建言吗? 基于资源保存理论的双中介模型[J]. 管理评论, 2019,31(4):128-137;
[51] 杨昭宁,顾子贝,王杜娟. 愤怒和悲伤情绪对助人决策的影响:人际责任归因的作用[J]. 心理学报, 2017,49(3):393-403