理解真实的领导和员工组织关系对员工在工作中应对不满事件时的声音行为的影响

IF 1.9 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly Pub Date : 2022-03-31 DOI:10.1177/08933189221085562

Young Kim, Ejae Lee, Minjeong Kang, Sung-Un Yang

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引用次数: 5

摘要

这项研究展示了真实的领导力和员工组织关系的质量如何影响员工对工作中不满意事件的行为反应。我们对美国644名全职员工进行了一项全国性调查。结构方程模型（SEM）的结果表明，真正的领导力与员工体贴的声音呈正相关，但与其他行为反应没有直接关系。此外，EOR的质量被发现是真实领导力和员工行为之间的有力中介，特别是在不满意的工作场所事件中，提高体贴的声音和耐心，减少退出。讨论了培养真正的领导力以建立和保持EOR质量的意义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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Understanding the Influence of Authentic Leadership and Employee-Organization Relationships on Employee Voice Behaviors in Response to Dissatisfying Events at Work

This study demonstrates how authentic leadership and the quality of employee-organization relationships (EOR) influence employee behavioral reactions to dissatisfying events at work. We conducted a nationwide survey of 644 full-time employees in the United States. The results from the structural equation modeling (SEM) revealed that authentic leadership was positively and directly related to employees’ considerate voice but was not directly associated with other behavioral responses. Additionally, the quality of EOR was found to be a strong mediator between authentic leadership and employee behaviors—particularly in enhancing considerate voice and patience and reducing exit—in the context of dissatisfying workplace events. The implications of developing authentic leadership to build and maintain the quality of EOR are discussed.

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来源期刊

Management Communication Quarterly Multiple-

CiteScore

4.30

自引率

16.00%

发文量

期刊介绍： Management Communication Quarterly presents conceptually rigorous, empirically-driven, and practice-relevant research from across the organizational and management communication fields and has strong appeal across all disciplines concerned with organizational studies and the management sciences. Authors are encouraged to submit original theoretical and empirical manuscripts from a wide variety of methodological perspectives covering such areas as management, communication, organizational studies, organizational behavior and HRM, organizational theory and strategy, critical management studies, leadership, information systems, knowledge and innovation, globalization and international management, corporate communication, and cultural and intercultural studies.