培养员工进行建设性变革的义务：主管协商和管理开放的作用

IF 4.2 3区管理学 Q2 MANAGEMENT

Leadership & Organization Development Journal Pub Date : 2024-05-14 DOI:10.1108/lodj-05-2023-0261

Xianhui Ning, Jih-Yu Mao, Liting Wang

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引用次数: 0

摘要

目的主管咨询有利于促进员工的发言权。本研究探讨了加强主管咨询影响的潜在中介机制和边界条件。设计/方法/途径本研究收集了 302 名全职员工的两波调查数据，并采用路径分析对假设进行了检验。研究结果主管咨询与员工声音呈正相关。员工对建设性变革的义务感（FOCC）是一种中介机制。原创性/价值本研究强调了 FOCC 在主管咨询与员工声音之间的增量中介效应，超出了主管咨询与员工声音之间的两个替代中介效应，并强调了管理者开放性在影响主管咨询的调节作用。

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Cultivating employee obligation for constructive change: the roles of supervisor consultation and managerial openness

Purpose

Supervisor consultation is conducive to promoting employee voice. This research examines an underlying mediating mechanism and a boundary condition that strengthens the influence of supervisor consultation.

Design/methodology/approach

Two-wave survey data were collected from 302 full-time employees. Path analysis was adopted to test the hypotheses.

Findings

Supervisor consultation is positively related to employee voice. Employee felt obligation for constructive change (FOCC) serves as a mediating mechanism. Supervisor consultation is more positively related to employee FOCC and subsequent voice when managerial openness is higher than lower.

Originality/value

This study highlights the incremental mediating effect of FOCC beyond that of two alternative mediators between supervisor consultation and employee voice and the moderating role of managerial openness in affecting the influence of supervisor consultation.

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来源期刊

Leadership & Organization Development Journal MANAGEMENT-

CiteScore

7.70

自引率

6.10%

发文量

期刊介绍： The journal addresses a broad range of topics which are relevant to organizations and reflective of societal developments. Public and private sector organizations alike face ongoing pressure to streamline activities, improve efficiency and achieve demanding organizational objectives. In this context, the ability of senior managers to understand the culture and dynamics of organizations and to deliver strong leadership during periods of change, could be the difference between organizational failure and success.