Jung Yongsuhk, Choi Yongjun
Department of Management, Republic of Korea Air Force Academy, Cheongju 28187, Republic of Korea.
College of Business Administration, Hongik University, Seoul 04066, Republic of Korea.
Behav Sci (Basel). 2025 Jan 22;15(2):109. doi: 10.3390/bs15020109.
Based on Hirschman's theory of loyalty and Packer's normative conflict model, the present study examined the roles of organizational identification in the voice emergence and reaction processes, wherein individuals provide voice and receive evaluations for their voice behavior, respectively. Using a survey method, data were collected from 455 cadets and their supervisors at a military educational institute in South Korea, who live and work together under an honor-based organizational system that encourages voice behavior through formal and informal channels. Structural equation modeling (SEM) was used for hypothesis testing. Our findings from multi-source data demonstrated that, when controlling for two social exchange variables (i.e., leader-member exchange and perceived organizational support), organizational identification not only increases voice behavior but also strengthens the positive relationship between voice behavior and supervisor performance evaluations. Specifically, voice behavior has a positive relationship with performance appraisal only when organizational identification is high. Theoretical and practical implications of the findings and directions for future research are discussed.
基于赫希曼的忠诚理论和帕克的规范冲突模型，本研究考察了组织认同在建言表达和反应过程中的作用，在这两个过程中，个体分别进行建言表达并接受对其建言行为的评价。采用调查方法，从韩国一所军事教育机构的455名学员及其上级那里收集了数据，他们在一个基于荣誉的组织系统下共同生活和工作，该系统通过正式和非正式渠道鼓励建言行为。采用结构方程模型（SEM）进行假设检验。我们从多源数据中得出的结果表明，在控制两个社会交换变量（即领导成员交换和感知到的组织支持）时，组织认同不仅会增加建言行为，还会加强建言行为与上级绩效评价之间的正向关系。具体而言，只有当组织认同度高时，建言行为与绩效评估才具有正向关系。文中讨论了研究结果的理论和实践意义以及未来研究的方向。
