摘要
员工建言对组织面临复杂多变的外部环境能快速而有效地作出反应至关重要。本文基于计划行为理论,探讨了工会实践对员工建言的影响以及心理安全感、建言效能感和建设性变革责任感在其中的传导作用,对来自46家企业的368名员工样本进行分析,并检验相关假设。研究发现:工会实践水平越高,员工越倾向于建言;工会实践通过心理安全感、建言效能感和建设性变革责任感影响员工建言。工会实践不仅可以提高员工的心理安全感和建言效能感,解决员工不敢建言和建言无效的"后顾之忧",而且能够激发员工为企业发展建言献策的责任感,从而促进员工建言。研究结果既为企业管理者提升员工建言水平找到一条新的途径,又为增强工会—企业合作、构建和谐劳资关系提供理论支持。
As the representative and maintainer of employees' rights and interests, union plays an important role in solving the actuality that employees won't say a word even though their opinions and suggestions can make a difference. However, most of the existing studies only focus on the direct relationship between union practice and employee voice, and few scholars have explored the influence mechanism of union practice on employee voice. Guided by the three-pronged approach of the theory of planned behavior, we integrate the typical variables from previous studies on the influencing factors of employee voice, and establish the framework of the joint effect of psychological safety, voice efficacy and felt obligation for constructive change on employee voice, in order to reveal the "black box" between union practice and employee voice. Based on the data of 368 employees in 46 enterprises from Jiangsu, Anhui and Shandong provinces, this paper uses structural equation to test the research model. It arrives at the main findings as follows: union practice has a significant positive influence on employee voice, which means the higher the level of union practice is, the more inclined employees are to voice. In addition, psychological safety, voice efficacy and felt obligation for constructive change mediate the relationship between union practice and employee voice. That is to say, union practice can not only improve employees' psychological safety by protecting their legitimate rights and interests, enhance employees, voice efficacy through activities such as reflecting reasonable suggestions to the enterprise, freeing them from worries, but also inspire employees' felt obligation for constructive change, so as to promote employee voice.This empirical research contributes to the literature in three important aspects. Firstly, it verifies the promoting effect of union practice on employee voice, enriches the research on the influencing factors of employee voice, and further confirms the theoretical value of union practice as an independent variable, providing some new ideas for the future research on employee voice behavior and union practice. Secondly, this study explains the specific process of union practice influencing employee voice from the perspective of planned behavior theory, making up for the lack of the influence mechanism between union practice and employee voice. Lastly, it promotes the integration of theories and achievements in the research fields such as labor relations, human resource management and organizational behavior, provides theoretical support for enterprises to strengthen the cooperation with union, and impulses the construction of harmonious labor relations.
作者
胡恩华
韩明燕
单红梅
张龙
韦琪
Hu Enhua;Han Mingyan;Shan Hongmei;Zhang Long;Wei Qi(School of Economic and Management, Nanjing University of Aeronautics and Astronautics,Nanjing 211106, China;School of Management, Nanjing University of Posts and Telecommunication, Nanjing 210023, China)
出处
《外国经济与管理》
CSSCI
北大核心
2019年第5期88-100,共13页
Foreign Economics & Management
基金
国家自然科学基金资助项目(71772087
71573123
71473131)
江苏省人力资源发展研究基地(2017ZSJD002)
中央高校基本科研重大项目培育基金资助项目(NP2017302
NJ2018026)
南京航空航天大学研究生创新基地(实验室)开放基金项目(kfjj20170910)
关键词
工会实践
员工建言
心理安全感
建言效能感
建设性变革责任感
union practice
employee voice
psychological safety
voice efficacy
felt obligation for constructive change
