数字化变革背景下,工作重塑打破了组织的沟通屏障,员工获得更多建言渠道与机会。然而,员工因工作重塑产生的认知差异,导致其建言行为的差异。基于压力认知评价理论和资源保存理论,通过331名员工的调查数据探究工作重塑对不同建言行为的...数字化变革背景下,工作重塑打破了组织的沟通屏障,员工获得更多建言渠道与机会。然而,员工因工作重塑产生的认知差异,导致其建言行为的差异。基于压力认知评价理论和资源保存理论,通过331名员工的调查数据探究工作重塑对不同建言行为的影响机制及边界条件,结果表明:工作重塑对建设型建言有正向影响,且挑战型压力评估中介了二者间的关系;工作重塑对防御型建言也存在正向影响,且阻碍型压力评估中介了二者间的关系;此外,建言氛围正向调节挑战型压力评估和建设型建言间的正相关关系以及阻碍型压力评估和防御型建言间的正相关关系。结论揭示了员工选择不同建言行为应对工作重塑的内在原因及边界条件,为数字化变革背景下管理者如何引导员工积极建言提供了建议。In the context of digital transformation, job crafting breaks the communication barrier of the organization, and employees get more channels and opportunities to make voice. However, the cognitive differences caused by job crafting lead to differences in voice behavior. Based on the cognitive appraisal theory of stress and the conservation of resources theory, we explored the influence mechanism and boundary conditions of job crafting on different voice behavior through the survey data of 331 employees. The results showed that job crafting had a positive impact on constructive voice, and the challenging assessment mediated the relationship between the two. Job crafting also has a positive effect on defensive voice, and obstructive assessment mediates the relationship between the two. In addition, the voice climate positively moderates the positive correlation between challenging assessment and constructive voice, and between obstructive assessment and defensive voice. The conclusions reveal the internal reasons and boundary conditions for employees to choose different voice behavior to cope with job crafting, and provide suggestions for managers to guide employees to actively voice under the background of digital transformation.展开更多
文摘数字化变革背景下,工作重塑打破了组织的沟通屏障,员工获得更多建言渠道与机会。然而,员工因工作重塑产生的认知差异,导致其建言行为的差异。基于压力认知评价理论和资源保存理论,通过331名员工的调查数据探究工作重塑对不同建言行为的影响机制及边界条件,结果表明:工作重塑对建设型建言有正向影响,且挑战型压力评估中介了二者间的关系;工作重塑对防御型建言也存在正向影响,且阻碍型压力评估中介了二者间的关系;此外,建言氛围正向调节挑战型压力评估和建设型建言间的正相关关系以及阻碍型压力评估和防御型建言间的正相关关系。结论揭示了员工选择不同建言行为应对工作重塑的内在原因及边界条件,为数字化变革背景下管理者如何引导员工积极建言提供了建议。In the context of digital transformation, job crafting breaks the communication barrier of the organization, and employees get more channels and opportunities to make voice. However, the cognitive differences caused by job crafting lead to differences in voice behavior. Based on the cognitive appraisal theory of stress and the conservation of resources theory, we explored the influence mechanism and boundary conditions of job crafting on different voice behavior through the survey data of 331 employees. The results showed that job crafting had a positive impact on constructive voice, and the challenging assessment mediated the relationship between the two. Job crafting also has a positive effect on defensive voice, and obstructive assessment mediates the relationship between the two. In addition, the voice climate positively moderates the positive correlation between challenging assessment and constructive voice, and between obstructive assessment and defensive voice. The conclusions reveal the internal reasons and boundary conditions for employees to choose different voice behavior to cope with job crafting, and provide suggestions for managers to guide employees to actively voice under the background of digital transformation.
