School of Psychology, University of Liverpool, Liverpool, United Kingdom.
J Occup Health Psychol. 2012 Jan;17(1):105-15. doi: 10.1037/a0025101. Epub 2011 Aug 29.
Although safety-specific transformational leadership is known to encourage employee safety voice behaviors, less is known about what makes this style of leadership effective. We tested a model that links safety-specific transformational leadership to safety voice through various dimensions of trust. Data from 150 supervisor-employee dyads from the United Kingdom oil industry supported our predictions that the effects of safety-specific transformational leadership are sequentially mediated by affect-based trust beliefs and disclosure trust intentions. Moreover, we found that reliance trust intentions moderated the effect of disclosure: employees' disclosure intentions mediated the effects of affect-based trust on safety voice behaviors only when employees' intention to rely on their leader was moderate to high. These findings suggest that leaders seeking to encourage safety voice behaviors should go beyond "good reason" arguments and develop affective bonds with their employees.
虽然安全特定的变革型领导被认为可以鼓励员工的安全语音行为，但对于这种领导风格为何有效的了解较少。我们测试了一个模型，该模型通过信任的各个维度将安全特定的变革型领导与安全语音联系起来。来自英国石油行业的 150 对主管-员工对的数据支持了我们的预测，即安全特定的变革型领导的影响通过基于情感的信任信念和披露信任意图的顺序进行中介。此外，我们发现依赖信任意图调节了披露的影响：只有当员工依赖领导的意图处于中等至高水平时，员工的披露意图才会通过基于情感的信任对安全语音行为产生影响。这些发现表明，领导者若要鼓励安全语音行为，就不应仅仅停留在“充分理由”的论据上，而应与员工建立情感联系。
