面對(duì)快速變化和日益復(fù)雜的商業(yè)環(huán)境,管理人員已經(jīng)很難完全依靠自己的力量解決所有事務(wù),而越來越多地依賴于員工提供的想法,觀點(diǎn)和意見來適應(yīng)和應(yīng)對(duì)這樣的動(dòng)蕩環(huán)境。學(xué)者們和管理者們普遍預(yù)期員工的建言能夠?yàn)榻M織發(fā)展帶來諸多積極效用。因此,在過去的二十年間,學(xué)者們針對(duì)如何鼓勵(lì)員工大膽發(fā)表自己的觀點(diǎn)進(jìn)行了大量研究,并獲得了諸多豐碩的成果。然而,作為建言與組織積極結(jié)果之間的關(guān)鍵性“連接軸”,管理者對(duì)員工建言的回應(yīng)和采納卻并非易事。證據(jù)表明,管理者經(jīng)常性地拒絕或者忽略員工的建言,阻礙建言價(jià)值的發(fā)揮。盡管員工建言對(duì)組織的貢獻(xiàn)強(qiáng)烈地依賴于領(lǐng)導(dǎo)者的建言采納,關(guān)于領(lǐng)導(dǎo)者建言采納的內(nèi)在機(jī)制,以及員工如何改善領(lǐng)導(dǎo)者的建言采納的問題,現(xiàn)有研究還非常匱乏。本文提出了一個(gè)理論模型來揭示領(lǐng)導(dǎo)者建言采納的心理過程,并討論員工主動(dòng)提升建言采納的可能性。借鑒社會(huì)說服理論,本文提出了兩個(gè)影響建言采納的關(guān)鍵性因素:對(duì)建言議題的感知不確定性和負(fù)面情緒喚醒。即一方面當(dāng)領(lǐng)導(dǎo)者針對(duì)建言議題進(jìn)行思考和判斷時(shí)對(duì)建言效果產(chǎn)生或多或少的不確定性,而感知到的不確定性進(jìn)而對(duì)領(lǐng)導(dǎo)者的建言采納產(chǎn)生負(fù)面影響。另一方面由于員工建言暗含了對(duì)現(xiàn)有政策和流程的批評(píng)和職... 

【文章頁數(shù)】：193 頁

【學(xué)位級(jí)別】：博士

【文章目錄】：
ACKNOWLEDGEMENTS
摘要
ABSTRACT
CHAPTER 1 INTRODUCTION
    1.1 Research background
    1.2 Literature gaps
    1.3 Goals of this dissertation
    1.4 Theoretical and practical contributions
    1.5 The structure of this dissertation
CHAPTER 2 LITERATURE REVIEW
    2.1 Employee voice
    2.2 Leader response to employee voice
    2.3 Employee voice as a persuasion process
    2.4 Persuasion and attitude change theories
    2.5 Duality of persuasion theory
    2.6 Conclusion
CHAPTER 3 HYPOTHESES DEVELOPMENT
    3.1 Overview of the research model
    3.2 Voice strategies
    3.3 Voice readiness and voice endorsement
    3.4 Voice lubrication and voice endorsement
    3.5 Mediating role of perceived uncertainty
    3.6 Mediating role of negative emotion arousal
    3.7 Moderating effect of leader traits
    3.8 Moderating effects of issue characteristics
CHAPTER 4 PILOT STUDY: SCALE VALIDATION
    4.1 Overview of studies
    4.2 Participants and procedures of the pilot study
    4.3 Measures
        4.3.1 Voice readiness
        4.3.2 Voice lubrication
        4.3.3 Perceived uncertainty
        4.3.4 Negative emotion arousal
        4.3.5 Voice endorsement
        4.3.6 Cognitive closure
        4.3.7 Emotion sensitivity
        4.3.8 Implementation difficulty
        4.3.9 Issue ownership
    4.4 Results
    4.5 Discussion
CHAPTER 5 STUDY 1: LABORATORY EXPERIMENT FOR HYPOTHESES TESTING
    5.1 Overview of the laboratory experiment
    5.2 Participants
    5.3 Design and procedures
    5.4 Manipulation of voice strategies
    5.5 Measures
    5.6 Results
        5.6.1 Manipulation check
        5.6.2 Hypotheses testing
        5.6.3 Post-hoc analysis
    5.7 Conclusion and discussion
CHAPTER 6 STUDY 2: FIELD STUDY FOR HYPOTHESES TESTING
    6.1 Overview of the field study
    6.2 Research setting
    6.3 Procedures
        6.3.1 Interviews
        6.3.2 Questionnaire development
    6.4 Measures
    6.5 Analytic strategy
    6.6 Result
        6.6.1 Descriptive statistics
        6.6.2 Partitioning of variance
        6.6.3 Confirmatory factor analysis
        6.6.4 Hypotheses testing of main effects
        6.6.5 Hypotheses testing of mediating effects
        6.6.6 Hypotheses testing of moderating effects
        6.6.7 Hypotheses testing of moderated mediating effects
    6.7 Discussion
CHAPTER 7 DISCUSSIONS
    7.1 Summary of results
    7.2 Theoretical implications
    7.3 Practical implications
    7.4 Limitations and future directions
Conclusion
TABLES
FIGURES
Appendix A
Appendix B
Appendix C
REFERENCE
攻讀博士學(xué)位期間學(xué)術(shù)成果及獎(jiǎng)項(xiàng)


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