Wu Jialong, Du Yuechao
School of Economics & Management, Beijing Forestry University, Beijing 100083, China.
School of Management, Zhejiang University, Hangzhou 310058, China.
Int J Environ Res Public Health. 2022 May 1;19(9):5498. doi: 10.3390/ijerph19095498.
As an important type of extra-role behavior, employee voice behavior is of great significance to the sustainable development of organizations. Employee voice behavior has two different dimensions, namely promotive voice and prohibitive voice, both of which are conducive to decision making, innovation, and improvements to the work process. Among the antecedents of voice behavior, abusive supervision is one of the most essential influencing factors. In response to the call to further explore the antecedents and influencing mechanisms of different dimensions of voice behaviors, this study aims to investigate the different paths of abusive supervision on the two types of voice behavior. Drawing on the conservation of resources theory and social exchange theory, we identified an expanded array of mediators, including work engagement and negative reciprocity, which link abusive supervision to promotive voice behavior and prohibitive voice behavior separately. Data were collected through two-wave questionnaire surveys of 334 employees of 14 enterprises in China. The results show that (a) abusive supervision is negatively correlated with employees' promotive and prohibitive voice behaviors; (b) work engagement mediates the negative relationship between abusive supervision and promotive voice; and negative reciprocity mediates the negative relationship between abusive supervision and prohibitive voice. These findings clearly reveal the influencing mechanisms of abusive supervision on both promotive and prohibitive voice behavior, which not only enriches relevant theoretical research but also provides feasible insights into how to reduce abusive supervision to motivate voice behavior in management practice.
作为一种重要的角色外行为类型，员工建言行为对组织的可持续发展具有重要意义。员工建言行为有两个不同维度，即促进性建言和抑制性建言，二者均有助于决策、创新及工作流程的改进。在建言行为的前因变量中，辱虐管理是最重要的影响因素之一。为响应进一步探究建言行为不同维度的前因变量及影响机制的号召，本研究旨在考察辱虐管理对两种建言行为的不同影响路径。借鉴资源守恒理论和社会交换理论，我们识别出一系列扩展的中介变量，包括工作投入和消极互惠，它们分别将辱虐管理与促进性建言行为和抑制性建言行为联系起来。通过对中国14家企业的334名员工进行两波问卷调查收集数据。结果表明：（a）辱虐管理与员工的促进性和抑制性建言行为均呈负相关；（b）工作投入在辱虐管理与促进性建言的负向关系中起中介作用；消极互惠在辱虐管理与抑制性建言的负向关系中起中介作用。这些发现清晰地揭示了辱虐管理对促进性和抑制性建言行为的影响机制，不仅丰富了相关理论研究，还为在管理实践中如何减少辱虐管理以激发建言行为提供了可行的见解。
