心理所有权对员工建言行为的影响：一个自我维持模型

作为一种积极的心理资源,心理所有权一直以来颇受中国组织中的员工所重视。本研究以社会交换理论为基础,建立了中国情境下心理所有权的自我维持模型。以一家大型事业单位的467名员工以及103名领导者为样本,本文采用时间滞后设计检验了心理所有权、内部人地位感知、积极过往取向和员工建言行为之间关系的理论模型。研究结果表明,员工感知的内部人地位和心理所有权（T2）能够在心理所有权（T1）与建言行为之间起到中介作用,同时积极过往取向能够调节员工的心理所有权与感知内部人地位之间的关系。本文最后探讨了研究发现的理论和实践意义,以及本研究的优势、存在的不足和未来的研究方向。     

辱虐管理对建言影响的曲线效应：价值观和性别的调节作用

现有研究主要探究领导风格对员工行为影响的直线效应,而对两者之间的曲线关系研究不足。基于激活理论,实证检验了辱虐管理与员工建言行为的曲线关系。研究结果表明辱虐管理对员工建言行为具有倒U型的影响,即上级主管辱虐不足或过度都不利于员工建言行为,只有适度的辱虐才能最有效地激发员工建言,性别调节了上述关系。这一研究发现表明适度的辱虐管理能够给组织带来积极效果,深化了人们对辱虐管理与员工建言关系的认识。     

高承诺组织与员工建言:双过程模型检验

以来自36个组织的223名员工为被试,通过上级、同事和员工自评三方配对的问卷数据,研究探讨了高承诺组织与员工建言行为之间的关系。采用多层结构方程模型等方法进行数据分析,结果发现:(1)高承诺组织对员工建言行为(包括上行建言和平行建言)有显著的促进作用;(2)员工知觉到组织内的职业机会在高承诺组织和上行建言之间起部分中介作用;工作满意度在高承诺组织和平行建言之间起部分中介作用;(3)工作绩效在知觉到职业机会和上行建言之间起正向调节作用;人际关系在工作满意度和平行建言之间起正向调节作用;(4)不光如此,工作绩效还调节着"高承诺组织-知觉职业机会-上行建言"这一中介路径;人际关系还调节着"高承诺组织-工作满意感-平行建言"这一中介路径。文章最后对所得结果、理论和实践意义及未来研究做了讨论。     

Voice and Culture: A Prospect Theory Approach

The present study examines the congruence of individuals' minimum preferred amounts of voice with the prospect theory value function across nine countries. Accounting for previously ignored minimum preferred amounts of voice and actual voice amounts integral to testing the steepness of gain and loss functions explicated in prospect theory, we use curve fitting to show that ratings of procedural justice fit prospect theory's value function specifically. Further, we investigate the form of this function across nine countries that range in power distance. Results suggest that the form of the value function is congruent with prospect theory, showing an S‐shaped curve that is steeper in the loss than in the gain domain. Further, this pattern is similar across countries. Theoretical and practical implications of these results for both decision making and organizational justice are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Impression management motive and voice: Moderating effects of self‐monitoring,self‐efficacy,and voice instrumentality

The purpose of this study is to examine how employees’ impression management motive influences their voice by considering dispositional and situational variables. Drawing on the theory of self‐motive, we hypothesized that voice would be more positively related to impression management motive than prosocial motive. In addition, based on the interactional approach of motive and trait and trait activation theory, we hypothesized that the relationship between impression management motive and voice would be moderated by self‐monitoring, self‐efficacy, and voice instrumentality. Using a sample of 307 supervisor–subordinate dyads from South Korea, we found that, although prosocial motive had a positive influence on voice, impression management motive had a stronger influence on voice than prosocial motive. We also found that the positive influence of impression management motive on voice was stronger for employees with high levels of self‐monitoring, self‐efficacy, and voice instrumentality. This study helps verify the boundary conditions as to when impression management motive is strongly related to voice. In addition, this study will provide theoretical clues for resolving the inconsistent findings on the relationship between impression management motive and voice.     

工作压力对建设型和防御型建言的差异影响

以往研究普遍从建言行为的建设性意图特征出发, 探讨其关键前因、产生机制和情境因素, 但却较少关注建言行为的工具性目的。基于资源保存理论, 本研究构建了有调节的中介模型以探讨工作压力影响员工建设型建言和防御型建言的作用机制和边界条件。通过对某建筑企业386名员工进行两阶段调查, 结果表明：工作压力与防御型建言存在正向相关关系, 与建设型建言存在负向相关关系, 自我损耗在其中起中介作用; 另外, 领导开明性正向调节自我损耗和建设型建言的负向相关关系, 并正向调节工作压力通过自我损耗影响建设型建言的间接效应。     

领导-下属情绪评价能力一致与员工建言：内部人身份感知与性别相似性的作用

基于人-环境匹配和资源保存理论,研究构建了一个调节-中介模型,从二元视角分析了领导情绪评价能力与下属情绪评价能力一致对员工建言的影响路径与边界。通过对43位领导与182位下属的配对问卷调研,结果表明:(1)相较"低领导-低下属"情绪评价能力一致,在"高领导-高下属"情绪评价能力一致情境下,员工的内部人身份感知更高;(2)相较"高领导-低下属"情绪评价能力不一致,在"低领导-高下属"情绪评价能力不一致情境下,员工的内部人身份感知更高;(3)内部人身份感知在情绪评价能力一致与促进性建言、抑制性建言间起部分中介作用;(4)相较领导-下属性别相同,当领导-下属性别不同时,员工内部人身份感知的中介作用更强。研究从情绪评价能力、性别的二元匹配视角揭示了员工建言的前因,为领导与下属间交互影响提供了更多解释路径。     

Modus Tonens

Restating an interlocutor’s position in an incredulous tone of voice can sometimes serve legitimate dialectical ends. However, there are cases in which incredulous restatement is out of bounds. This article provides an analysis of one common instance of the inappropriate use of incredulous restatement, which the authors call “modus tonens.” The authors argue that modus tonens is vicious because it pragmatically implicates the view that one’s interlocutor is one’s cognitive subordinate and provides a cue to like-minded onlookers that dialectical opponents are not to be treated as epistemic peers.

互动公正对员工绩效与主管承诺的影响及其机制

采用问卷调查法和结构方程建模技术探讨互动公正对员工绩效与主管承诺的影响及其机制。通过分析215份员工和其直接主管的配对数据,结果发现：(1)互动公正通过主管认知信任的部分中介作用正向影响员工的任务绩效,即一方面直接影响员工的任务绩效,另一方面通过认知信任间接影响员工的任务绩效;(2)互动公正通过主管情感信任的完全中介作用正向影响员工的进谏行为;(3)互动公正通过主管认知信任和情感信任的完全中介作用正向影响员工的主管承诺。     

Exit and/or Voice? Youth and Post‐Communist Citizenship in Bulgaria

Hirschman's (1970 , 1993 ) theoretical constructs of Exit and Voice represent a useful way to think about citizenship. Exit refers to a desire to emigrate and can be construed as apolitical, private, and passive—a threat to citizenship—whereas Voice refers to political commitment and can be construed as ideal citizenship. A survey of 560 Bulgarian university students in 1998 explored their emphasis on Exit and Voice (as options for themselves in the future) and the association of each option with different economic, political, and psychological factors. One in four students wanted to emigrate, and half of them considered leaving the country for a period of time. Exit plans appeared mainly to be triggered by a wish to participate in the consumer culture, but were also associated with a critical view of the political system as well as a rejection of tradition in conjunction with a Western identity. Although most of the students shared vague or ideal Voice-related plans, few wanted to become actively involved in politics. An emphasis on Voice reflected not only a somewhat limited political engagement but also a more traditionalistic attitude associated with plans for a career and family. The findings indicate that a normative separation between Exit and Voice as theoretical concepts does not cover the complexities of the Bulgarian students' emigration and political involvement plans.