立足于三类沉默行为的不同动机,将西方理论与本土文化相结合,提出了员工沉默影响机制的 整合模型。 具体地,分别从不介入动机、躲避动机及防御性动机视角出发,依次构建了默许性沉默、漠视 性沉默及防御性沉默的预测因素,并讨论了其作用机制。 本研究预测,不同动机下的员工沉默,其影响因 素不同:(1)关系取向显著预测防御性沉默,且受到心理安全感的中介及中庸思维的调节作用;(2)情感 承诺与漠视性沉默显著相关,且受到组织嵌入的中介及组织建言氛围的调节作用;(3)组织支持感与默 许性沉默显著相关,且受到消极自我评价的中介及归因定向的调节作用。 本研究理论上有望为员工沉默 领域贡献新的知识,实践上可增加管理实务的具体性和操作性。
Based on different motivations of three kinds of silence behaviors, this paper combines western theory with local culture, and puts forward an integrated model of the influence mechanism of employee silence. Specifically, from the perspective of non-intervention motivation, avoidance motivation, and defensive motivation, the predictors of acquiescence silence, indifference silence and defensive silence are constructed, and their mechanism of action is discussed. This study predicts that there are different influencing factors for employee silence under different motivations: (1) the relational orientation significantly predicts the defensive silence, and is mediated by psychological safety and moderated by the doctrine of the mean; (2) emotional commitment is significantly related to indifferent silence, and is moderated by the mediating effect of organizational embeddedness and moderated by organizational voice climate; (3) organizational support is significantly related to acquiescent silence, and moderated by negative self-evaluation and attribution orientation. In theory, this research is expected to contribute new knowledge to the field of employee silence, and in practice, it can increase the specificity and operability of management practices.