School of Business, University of International Business and Economics.
Guanghua School of Management, Peking University.
J Appl Psychol. 2015 Sep;100(5):1641-52. doi: 10.1037/a0039046. Epub 2015 Apr 6.
Employees are likely to speak up if they perceive high efficacy and low risk associated with such behavior, that is, if they perceive voice is socially desirable. Drawing on socially desirable responding (SDR) theory, we reason that individual value on power distance and supervisory delegation are related to the agentic motive for SDR, and that these 2 factors interact to influence employees' perceived efficacy of voice. We also identify individual value on superficial harmony and group voice climate, which are both relevant to the communal motive for SDR, jointly affect perceived risk of voice. Furthermore, by influencing perceived efficacy and perceived risk, these interactive forces would be differentially related to promotive versus prohibitive voice. Data from 66 middle managers and 262 of their direct reports in 5 high-tech firms provide considerable support for our hypothesized moderated mediation model. Supervisory delegation weakens the negative relationship between power distance and perceived efficacy of promotive voice, and the indirect relationship between power distance and promotive voice via perceived efficacy. In contrast, group voice climate weakens the positive relationship between superficial harmony and perceived risk of prohibitive voice, which mediates the indirect relationship between superficial harmony and prohibitive voice. We discuss the theoretical and practical implications of our findings in organizational settings.
如果员工认为这种行为具有高功效和低风险，也就是说，如果他们认为直言不讳是社会所期望的，那么他们很可能会直言不讳。本文借鉴了印象整饰（SDR）理论，认为个体在权力距离和监督授权上的价值观与印象整饰的代理动机有关，这两个因素相互作用，影响员工对直言不讳的功效的感知。我们还确定了个体在表面和谐和群体声音氛围上的价值观，这两者都与印象整饰的共通体动机有关，共同影响对直言不讳的风险感知。此外，这些互动力量通过影响感知功效和感知风险，对促进性和禁止性的声音分别有不同的影响。来自 5 家高科技公司的 66 名中层经理和 262 名直接下属的数据为我们假设的调节中介模型提供了充分的支持。监督授权削弱了权力距离与促进性直言不讳的感知功效之间的负相关，以及权力距离与促进性直言不讳之间通过感知功效的间接关系。相比之下，群体声音氛围削弱了表面和谐与禁止性直言不讳的感知风险之间的正相关，而这种正相关则通过禁止性直言不讳的感知风险来调节。我们在组织环境中讨论了这些发现的理论和实际意义。
