缓冲心理契约违约对员工声音行为的负面影响:全球负责任企业领导力的调节作用

IF 3 Q2 MANAGEMENT
Alice J.M. Tan, Shujuan Xiao, Katie Kaiqi Jiang, Zitong Chen
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引用次数: 0

摘要

目的 本研究旨在基于社会交换理论,探讨员工心理契约违约与两种声音行为之间的关系。此外,本研究还探讨了具有全球责任感的企业领导在缓冲心理契约违约对话语权的负面影响方面所起的作用。 设计/方法/途径 从中国全职员工中收集调查数据,最终样本量为 337 个。采用偏最小二乘法结构方程模型检验假设。 研究结果 研究结果表明,心理契约违约(PCB)对员工攻击性发声行为(AVB)有显著的正向影响,而与建设性发声行为(CVB)的关系并不显著。此外,具有全球责任感的企业领导力(GRBL)削弱了 PCB 与 CVB 之间的负相关关系,而加强了 PCB 与 AVB 之间的正相关关系。 实践意义 研究结果有助于组织更好地认识心理违约的有害后果。其次,研究结果提醒管理者注意展现具有全球责任感的企业领导力的益处。第三,管理者应认识到全球负责任企业领导力的复杂性。 原创性/价值 首先,本研究通过调查心理契约违约如何以及何时影响两种声音行为,为 PCB 对员工理想和不理想的积极主动行为的影响提供了新的视角。其次,GRBL 的调节作用进一步丰富了我们对如何缓冲 PCB 负面影响以及 GRBL 理想功能的理解。第三,本研究通过调查领导者与员工的关系是否会弥补组织与员工关系的失败,丰富了社会交换理论。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Buffering negative impact of psychological contract breach on employee voice behavior: the moderating role of globally responsible business leadership
Purpose This study aims to examine the relationship between employees’ psychological contract breach and two types of voice behavior based on the social exchange theory. Additionally, the study explores the role of globally responsible business leadership in buffering the negative impacts of psychological contract breach on voice. Design/methodology/approach Survey data was collected from Chinese full-time employees and the final sample size is 337. Partial least squares structural equation modeling was used to test the hypotheses. Findings Findings indicate that psychological contract breach (PCB) has a positive and significant impact on employee aggressive voice behavior (AVB), while its relationship with constructive voice behavior (CVB) is not significant. Furthermore, globally responsible business leadership (GRBL) weakens the negative relationship between PCB and CVB, while strengthens the positive relationship between PCB and AVB. Practical implications The findings assist organizations in better recognizing the detrimental consequences of psychological contract breach. Second, the findings serve as a reminder to managers of the benefits of displaying globally responsible business leadership. Third, managers should recognize the complexities of globally responsible business leadership. Originality/value First, this study sheds new light on the impact of PCB on employees’ desirable and undesirable proactive behaviors by investigating how and when psychological contract breach affects two types of voice behavior. Second, the moderating role of GRBL further enriches our understanding of how to buffer negative effects of PCB and the desirable function of GRBL. Third, this study enriches the social exchange theory by investigating whether the leader−employee relationship will compensate for the failure of organization−employee relationship.
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来源期刊
CiteScore
5.40
自引率
18.80%
发文量
22
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