Han Changlin, Wang Xueling, Zhang Wenjia, Liu Mingyue, Xia Yuhuan
School of Business, Qingdao University, Qingdao, Shandong, People's Republic of China.
School of Economics and Management, Beijing Jiaotong University, Beijing, People's Republic of China.
Psychol Res Behav Manag. 2024 Mar 20;17:1339-1353. doi: 10.2147/PRBM.S450359. eCollection 2024.
In recent years, due to the increasingly prominent role of voice behavior in leader decision-making and organizational performance, such behavior has become a central topic for scholars. A majority of studies explore the "uphold" effects of multiple leader behavior toward the voice behavior; nonetheless, our study revealed the "undo" effect --- leader hypocrisy on voice behavior. Drawing on social cognitive theory, we investigated the relationship between leader hypocrisy and voice behavior, examined the mediating effects of cognition-based trust and affect-based trust, and the moderating effect of moral identity.
We conducted a three-wave survey in a large Chinese corporation to test the hypothesized model. We collected 562 employees to participate in this survey.
The results show that leader hypocrisy negatively impacts employees' cognition-based and affect-based trust, and both types of trust mediate the relationship between leader hypocrisy and voice behavior, respectively. In the meantime, moral identity manifested the negative effect of leader hypocrisy on cognition-based and affect-based trust.
Our research not only enriches the related research on leader hypocrisy and voice behavior but also uncovers the underlying mechanism through which leader hypocrisy affects voice behavior and the boundary conditions of this effect. Meanwhile, our research provides a theoretical reference for increasing employees' voice behavior and promoting the healthy development of enterprises.
近年来，由于发声行为在领导决策和组织绩效中所起的作用日益突出，该行为已成为学者们关注的核心话题。大多数研究探讨了多种领导行为对发声行为的“支持”作用；然而，我们的研究揭示了“抵消”作用——领导伪善对发声行为的影响。基于社会认知理论，我们研究了领导伪善与发声行为之间的关系，检验了基于认知的信任和基于情感的信任的中介作用，以及道德认同的调节作用。
我们在一家大型中国企业中进行了三阶段调查，以检验假设模型。我们收集了562名员工参与此次调查。
结果表明，领导伪善对员工基于认知的信任和基于情感的信任产生负面影响，且这两种信任分别在领导伪善与发声行为之间起中介作用。同时，道德认同调节了领导伪善对基于认知的信任和基于情感的信任的负面影响。
我们的研究不仅丰富了关于领导伪善与发声行为的相关研究，还揭示了领导伪善影响发声行为的潜在机制及其作用的边界条件。同时，我们的研究为增加员工发声行为、促进企业健康发展提供了理论参考。
