新员工建言行为的变化趋势:基于AMO理论的动态研究

摘要/Abstract

摘要： 本文依据不确定性降低理论和AMO理论,基于356名新员工为期一年的跟踪调查,采用多层线性模型方法,探究了新员工建言行为的动态变化趋势及其边界条件。结果表明,新员工建言行为在组织社会化阶段呈现倒U型的曲线模式。关系型自我构念调节了新员工建言行为的变化趋势,即相较于关系型自我构念较强的个体,关系型自我构念较弱的个体的建言行为的变化幅度更小。此外,在引入变革型领导后,变革型领导与关系型自我构念的交互效应显著调节了新员工建言行为的变化趋势。本文为组织鼓励和维持员工高水平的建言行为提供了理论框架。

关键词: 新员工建言行为, 组织社会化, AMO, 关系型自我构念, 变革型领导

Abstract: Based on uncertainty reduction theory and ability-motivation-opportunity theory, this study examines how newcomers’ voice behavior changes with the length of their service. We further theorize that newcomers’ relational self-construal and transformational leadership would moderate the trajectory of voice behavior. Using a five-wave longitudinal study among 356 newcomers, our findings confirm that, on average, newcomers’ voice behavior exhibit an inverted U-shaped pattern. In addition, as we predict, relational self-construal moderates the changing pattern of voice behavior such that the inverted U-shaped pattern is steeper for newcomers with higher relational self-construal. Also as expected, the interaction between relational self-construal and transformational leadership can also moderate the changing pattern of voice behavior. This study contributes to a comprehensive theoretical framework of how to motivate employees to remain at a high level of voice behavior.

Key words: newcomers’ voice behavior, organizational socialization, ability-motivation-opportunity, relational self-construal, transformational leadership

张靓婷, 冯晓霞, 付景涛, 王斌. 新员工建言行为的变化趋势:基于AMO理论的动态研究[J]. 管理评论, 2022, 34(11): 206-217.

Zhang Liangting, Feng Xiaoxia, Fu Jingtao, Wang Bin. Exploring the Changing Patterns of Newcomers’ Voice Behavior Based on the AMO Theory[J]. Management Review, 2022, 34(11): 206-217.

参考文献

[1] 陈建,时勘. 基于整合视角的员工建言行为研究评述[J]. 管理评论, 2017,29(9):215-228
[2] 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
[3] Lepine J. A., Van D. L. Voice and Cooperative Behavior as Contrasting Forms of Contextual Performance:Evidence of Differential Relationships with Big Five Personality Characteristics and Cognitive Ability[J]. Journal of Applied Psychology, 2001,86(2):326-336
[4] Liang J., Shu R., Farh 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
[5] Emelifeonwu J. C., Valk R. Employee Voice and Silence in Multinational Corporations in the Mobile Telecommunications Industry in Nigeria[J]. Employee Relations, 2019,41(1):228-252
[6] 张闯,鄂嫚迪,顾芳. 渠道建言:多层面驱动因素及其对渠道绩效的影响[J]. 南开管理评论, 2020,23(2):167-178
[7] 李锐,凌文辁,柳士顺. 传统价值观、上下属关系与员工沉默行为——一项本土文化情境下的实证探索[J]. 管理世界, 2012,(3):127-140
[8] 罗瑾琏,李树文,梁阜. 领导者情绪智力一致性对员工建言影响的路径与边界[J/OL]. 管理评论:1-11[2022-04-01]. DOI:10. 14120/j.cnki.cn11-5057/f.20210210. 007
[9] 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
[10] Morrison E. W. Employee Voice Behavior:Integration and Directions for Future Research[J]. Academy of Management Annals, 2011,5(1):373-412
[11] Liu W., Song Z., Li X., et al. Why and When Leader's Affective States Influence Employee Upward Voice[J]. The Academy of Management Journal, 2017,60(1):238-263
[12] Li J. C., Barnes C. M., Yam K. C., et al. Do Not Like It When You Need It The Most:Examining The Effect of Manager Ego Depletion on Managerial Voice Endorsement[J]. Journal of Organizational Behavior, 2019,40(8):869-882
[13] Ashforth B. E., Lee R. T. Burnout as A Process:Commentary on Cordes, Dougherty and Blum[J]. Journal of Organizational Behavior, 1997,18(6):703-708
[14] Louis M. R. Surprise and Sense Making:What Newcomers Experience in Entering Unfamiliar Organizational Settings[J]. Administrative Science Quarterly, 1980,25(2):226-251
[15] Zhu J., Wanberg C. R., Harrison D. A., et al. Ups and Downs of the Expatriate Experience? Understanding Work Adjustment Trajectories and Career Outcomes[J]. Journal of Applied Psychology, 2016,101(4):549-568
[16] Boswell W. R., Shipp A. J., Payne S. C., et al. Changes in Newcomer Job Satisfaction over Time:Examining The Pattern of Honeymoons and Hangovers[J]. Journal of Applied Psychology, 2009,94(4):844-858
[17] Valero D., Hirschi A. To Hangover or Not:Trajectories of Job Satisfaction in Adolescent Workforce Newcomers[J]. European Journal of Work and Organizational Psychology, 2019,28(2):150-163
[18] Ashforth B. E. The Role of Time in Socialization Dynamics[A]. In Wanberg C. R.(Ed.) The Oxford Handbook of Organizational Socialization[C]. Oxford, United Kingdom:Oxford University Press, 2012
[19] 陈戈,陆冠文,谢俊. 情绪耗竭对建言行为的U型影响——内在动机的调节作用[J]. 心理科学, 2020,43(3):689-696
[20] Blumberg M., Pringle C. D. The Missing Opportunity in Organizational Research:Some Implications for a Theory of Work Performance[J]. The Academy of Management Review, 1982,7(4):560-569
[21] Hong W., Gajendran R. S. Explaining Dyadic Expertise Use in Knowledge Work Teams:An Opportunity-Ability-Motivation Perspective[J]. Journal of Organizational Behavior, 2018,39(6):796-811
[22] Dyne L. V., Lepine J. A. Helping and Voice Extra-role Behaviors:Evidence of Construct and Predictive Validity[J]. Academy of Management Journal, 1998,41(1):108-119
[23] 卢红旭,段锦云,刘艳彬. 建言行为的理论机制及未来研究展望[J]. 心理科学, 2020,43(5):1235-1242
[24] 李方君,王舒曼,李爱梅,等. 群体信息加工视角下团队建言有效性及作用机制:建言数量与质量的影响[J]. 心理科学进展, 2019,27(6):965-974
[25] Grant A. M. Giving Time, Time After Time:Work Design and Sustained Employee Participation in Corporate Volunteering[J]. Academy of Management Review, 2012,37(4):589-615
[26] Methot J. R., Lepak D., Shipp A. J., et al. Good Citizen Interrupted:Calibrating a Temporal Theory of Citizenship Behavior[J]. Academy of Management Review, 2016,42(1):10-31
[27] Korte R., Lin S. Getting on Board:Organizational Socialization and the Contribution of Social Capital[J]. Human Relations, 2013,66(3):407-428
[28] Fang R., Duffy M. K., Shaw J. D. The Organizational Socialization Process:Review and Development of a Social Capital Model[J]. Journal of Management, 2011,37(1):127-152
[29] Jones S. L., Shah P. P. Diagnosing the Locus of Trust:A Temporal Perspective for Trustor, Trustee, and Dyadic Influences on Perceived Trustworthiness[J]. Journal of Applied Psychology, 2016,101(3):392-414
[30] Cross S. E., Bacon P. L., Morris M. L. The Relational-Interdependent Self-construal and Relationships[J]. Journal of Personality and Social Psychology, 2000,78(4):791-808
[31] 李爽,毕重增,黄丽. 反思自我评价对自信的影响:关系型自我构念的调节作用[J]. 心理科学, 2014,37(2):400-404
[32] 李方君,钟旭朋. 促进型和抑制型建言的差异[J]. 心理科学进展, 2020,28(11):1939-1952
[33] 周晔,黄旭,谢五届. 资质过剩感会激发员工建言吗?——基于公平启发视角[J]. 管理评论, 2020,32(12):192-203
[34] Judge T. A., Piccolo R. F. Transformational and Transactional Leadership:A Meta-Analytic Test of Their Relative Validity[J]. Journal of Applied Psychology, 2004,89(5):755-768
[35] Hussain I., Shu R., Tangirala S., et al. The Voice Bystander Effect:How Information Redundancy Inhibits Employee Voice[J]. Academy of Management Journal, 2019,62(3):828-849
[36] 王震,孙健敏,赵一君. 中国组织情境下的领导有效性:对变革型领导、领导-部属交换和破坏型领导的元分析[J]. 心理科学进展, 2012,20(2):174-190
[37] Weiss M., Kolbe M., Grote G., et al. We can Do It! Inclusive Leader Language Promotes Voice Behavior in Multi-professional Teams[J]. The Leadership Quarterly, 2018,29(3):389-402
[38] Wilson K. S., Sin H. P., Conlon D. E. What about the Leader in Leader-Member Exchange? The Impact of Resource Exchanges and Substitutability on the Leader[J]. Academy of Management Review, 2010,35(3):358-372
[39] Matta F. K., Scott B. A., Koopman J., et al. Does Seeing "Eye To Eye" Affect Work Engagement and Organizational Citizenship Behavior? A Role Theory Perspective on LMX Agreement[J]. Academy of Management Journal, 2015,58(6):1686-1708
[40] Brislin R. W. Back-Translation for Cross-Cultural Research[J]. Journal of Cross-Cultural Psychology, 1970,1(3):185-216
[41] Avolio B. J., Bass B. M. Individual Consideration Viewed at Multiple Levels of Analysis:A Multi-level Framework for Examining the Diffusion of Transformational Leadership[J]. Leadership Quarterly, 1995,6(2):199-218
[42] Graen G. B., Uhl-Bien M. Relationship-based Approach to Leadership:Development of Leader-Member Exchange (LMX) Theory of Leadership over 25 Years:Applying A Multi-level Multi-domain Perspective[J]. Leadership Quarterly, 1995,6(2):219-247
[43] Wang Q., Weng Q., Mcelroy J. C., et al. Organizational Career Growth and Subsequent Voice Behavior:The Role of Affective Commitment and Gender[J]. Journal of Vocational Behavior, 2014,84(3):431-441
[44] Takeuchi R., Chen Z., Cheung S. Y. Applying Uncertainty Management Theory to Employee Voice Behavior:An Integrative Investigation[J]. Personnel Psychology, 2012,65(2):283-323
[45] Cohen J., Cohen P., West S. G., et al. Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences (Third Edition)[M]. Hillsdale, New Jersey:Lawrence Erlbaum Associates, 2003
[46] 张靓婷,王斌,付景涛. 组织社会化视角下员工组织公民行为动态变化趋势及其形成机制[J]. 心理科学进展, 2021,29(12):2105-2118
[47] Wesche J. S., Teichmann E. W. Status Matters:The Moderating Role of Perceived Newcomer Status in Leader and Coworker Influences on Challenging Organizational Citizenship Behavior[J]. German Journal of Human Resource Management, 2016,30(3-4):267-286
[48] 张燕红,廖建桥. 团队真实型领导、新员工反馈寻求行为与社会化结果[J]. 管理科学, 2015,28(2):126-136
[49] 刘生敏,廖建桥. 真实型领导真能点亮员工的希望之言吗[J]. 管理评论, 2015,27(4):111-121
[50] 刘生敏,廖建桥. 中国员工真能被"领" 开言路吗:真实型领导对员工抑制性建言的影响[J]. 商业经济与管理, 2015, (6):58-68
[51] 刘生敏,廖建桥. "禽"中纳谏:多层次真实型领导对员工和团队抑制性建言的影响[J]. 管理工程学报, 2016,30(2):142-151