职场不公正对待与员工建言行为：被调节的中介模型

当代财经 ›› 2024, Vol. 0 ›› Issue (9): 85-97.

职场不公正对待与员工建言行为：被调节的中介模型

毛畅果¹, 郭磊²

1.首都经济贸易大学劳动经济学院,北京 100070;
2.中国社会科学院大学政府管理学院,北京 102488

收稿日期:2024-01-28 修回日期:2024-05-14 出版日期:2024-09-15 发布日期:2024-09-19
通讯作者: 毛畅果,首都经济贸易大学副教授,管理学博士,主要从事人力资源管理与组织行为研究,联系方式maochangguo@126.com
作者简介:郭磊,中国社会科学院大学副教授,管理学博士,主要从事劳动与社会保障研究。
基金资助:
国家社会科学基金一般项目“数字化时代工作压力的来源、动态效应与干预机制研究”（21BSH105）

Unfair Treatment in the Workplace and Employee Voice Behavior: An Adjusted Mediation Model

MAO Chang-guo¹, GUO Lei²

1. Capital University of Economics and Business, Beijing 100070;
2. University of Chinese Academy of Social Sciences, Beijing 102488, China

Received:2024-01-28 Revised:2024-05-14 Online:2024-09-15 Published:2024-09-19

摘要/Abstract

摘要： 在日常工作环境中,低强度的不公正对待频繁发生,且慢性损害较大,但由于其表现形式相对隐蔽,通常被组织管理者忽视。采用多层次线性分析模型,探讨心理契约破裂和不文明行为这两种低强度职场不公正对待对员工建言行为的影响机制及作用边界。基于针对42个团队415名全职员工的调查数据的分析结果表明,这两种不公正对待均能显著降低员工的组织认同,从而抑制员工建言行为。此外,这种间接效应受到员工主动性人格和领导仁慈风格的调节。具体地,员工的主动性人格会加剧心理契约破裂和不文明行为对组织认同的负向影响,而领导的仁慈风格则会增强组织认同对员工建言行为的正向影响。基于上述研究结论,管理者应关注低强度的职场不公正对待,深入理解它们在不同领导风格和员工特征下的影响机制;通过制度设计、文化培训和管理激励等手段,采取有针对性的防范措施和干预策略,营造和谐健康的组织环境。

关键词: 心理契约破裂, 不文明行为, 建言行为, 主动性人格, 仁慈领导

Abstract: In daily work environments, unfair treatment with low-intensity frequently occurs and causes significant chronic damages. However, due to its relatively hidden manifestations, it is often overlooked by organizational managers. Using a multi-level linear analysis model, this study explores the impact mechanism and boundary of the two types of low-intensity workplace injustice, i.e., psychological contract breach and uncivilized behaviors, on employee voice behaviors. The analysis based on the survey data of 415 full-time employees from 42 teams shows that both of the two types of unfair treatment can significantly reduce employees' organizational identification, thereby inhibiting their voice behavior. In addition, this indirect effect is moderated by employees' proactive personality and leaders' benevolent style. Specifically, employees' proactive personality will exacerbate the negative impact of psychological contract breach and uncivilized behavior on organizational identification, while leaders' benevolent style will enhance the positive impact of organizational identification on employees' voice behavior. Based on the above research conclusions, managers should pay attention to low-intensity workplace injustice and deeply understand their impact mechanisms under different leadership styles and employee characteristics. By means of institutional design, cultural training, and management incentives, they should adopt targeted preventive measures and intervention strategies, so as to create a harmonious and healthy organizational environment.

Key words: psychological contract breach, uncivilized behavior, voice behavior, proactive personality, benevolent leadership

中图分类号:

F272.92

毛畅果, 郭磊. 职场不公正对待与员工建言行为：被调节的中介模型[J]. 当代财经, 2024, 0(9): 85-97.

MAO Chang-guo, GUO Lei. Unfair Treatment in the Workplace and Employee Voice Behavior: An Adjusted Mediation Model[J]. Contemporary Finance & Economics, 2024, 0(9): 85-97.

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