【摘要】：在企業(yè)面臨愈來愈多競爭與挑戰(zhàn)的今天,員工的重要性毋庸置疑,然而當(dāng)前員工沉默行為日益凸顯,這不僅影響決策質(zhì)量,為企業(yè)健康發(fā)展帶來極大的隱患,而且也不利于員工的身心健康。鑒于此,員工沉默行為正成為一個(gè)新的研究熱點(diǎn),引起眾多學(xué)者的廣泛關(guān)注。 本研究采用國內(nèi)外學(xué)者編制修訂過的領(lǐng)導(dǎo)-成員交換量表、組織公正量表和員工沉默行為量表,對上海、江蘇、浙江等地的280名企業(yè)員工進(jìn)行問卷調(diào)查,調(diào)查取得了這些員工在領(lǐng)導(dǎo)-成員交換、組織公正以及員工沉默行為等方面的數(shù)據(jù)。文章使用了t檢驗(yàn)和單因素方差考察了人口學(xué)統(tǒng)計(jì)變量對員工沉默行為的影響,通過相關(guān)分析、回歸分析和中介效應(yīng)檢驗(yàn)等統(tǒng)計(jì)方法,分析了領(lǐng)導(dǎo)-成員交換、組織公正對員工沉默行為的預(yù)測作用,及組織公正的中介效應(yīng)。得出以下結(jié)論： (1)當(dāng)前員工與其直屬領(lǐng)導(dǎo)的交換關(guān)系質(zhì)量較高,總體組織公正感較好,員工沉默現(xiàn)象在中國企業(yè)較為普遍,其中默許性沉默和防御性沉默的程度較高。此外,員工沉默行為在年齡、單位性質(zhì)、工齡及與直屬領(lǐng)導(dǎo)交流時(shí)間等人口學(xué)變量上存在顯著差異。 (2)領(lǐng)導(dǎo)-成員交換與員工沉默行為之間存在負(fù)相關(guān)關(guān)系；組織公正與員工沉默行為之間存在顯著負(fù)相關(guān)關(guān)系；領(lǐng)導(dǎo)-成員交換與組織公正之間存在顯著正相關(guān)關(guān)系。 (3)領(lǐng)導(dǎo)-成員交換對員工沉默行為存在顯著的預(yù)測作用,情感維度對員工沉默行為三個(gè)維度均有顯著的負(fù)向影響,忠誠維度能夠負(fù)向影響默許性沉默,貢獻(xiàn)維度能夠顯著預(yù)測漠視性沉默。 (4)組織公正對員工沉默行為存在顯著的預(yù)測作用。程序公正能夠負(fù)向預(yù)測默許性沉默和漠視性沉默,互動(dòng)公正對員工沉默行為的各個(gè)維度均有顯著負(fù)向影響。 (5)組織公正在領(lǐng)導(dǎo)-成員交換和員工沉默行為之間起顯著的中介作用,其中互動(dòng)公正在情感與防御性沉默之間起完全中介作用。 根據(jù)上述研究結(jié)論,本文結(jié)合企業(yè)實(shí)際情況提出了管理建議,并指出本研究的不足之處及對未來研究的展望。
[Abstract]:Today, as enterprises face more and more competition and challenges, the importance of employees is beyond doubt. However, the current silent behavior of employees is becoming increasingly prominent, which not only affects the quality of decision-making, but also brings great hidden dangers to the healthy development of enterprises. And also not conducive to the physical and mental health of employees. In view of this, employee silence behavior is becoming a new research hotspot, which has attracted wide attention of many scholars. In this study, the revised leadership-member exchange scale, organizational justice scale and employee silence behavior scale were used to survey 280 employees in Shanghai, Jiangsu, Zhejiang and other places. The survey obtained data on leadership-member exchanges, organizational justice and employee silence. In this paper, t-test and one-way variance were used to investigate the influence of demographic statistical variables on employee silence behavior, and the leadership-member exchange was analyzed by correlation analysis, regression analysis and intermediary effect test, etc. The predictive effect of organizational justice on the silent behavior of employees and the intermediary effect of organizational justice. The following conclusions are drawn: (1) the exchange relationship between employees and their immediate leaders is of high quality, the overall sense of organizational justice is better, and the phenomenon of employee silence is more common in Chinese enterprises. The degree of tacit silence and defensive silence is higher. In addition, there are significant differences in demographic variables such as age, unit nature, length of service and communication time with direct leaders. (2) there is a negative correlation between leadership-member exchange and employee silence; there is a significant negative correlation between organizational justice and employee silence; and there is a significant positive correlation between leadership-member exchange and organizational justice. (3) leadership-member exchange has a significant predictive effect on the silent behavior of employees, emotional dimension has a significant negative impact on the three dimensions of employee silence behavior, and loyalty dimension can negatively affect tacit silence. The contribution dimension can significantly predict indifference silence. (4) organizational justice plays a significant role in predicting the silent behavior of employees. Procedural justice can negatively predict tacit silence and indifferent silence, and interactive justice has a significant negative impact on all dimensions of employee silence. (5) organizational justice plays a significant mediating role between leadership-member exchange and employee silence, in which interactive justice plays a complete intermediary role between emotional and defensive silence. On the basis of the above conclusions, this paper puts forward management suggestions based on the actual situation of enterprises, and points out the shortcomings of this study and prospects for future research.
【學(xué)位授予單位】：南京師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B842

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