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如何既能促进员工建言又能防止员工沉默,已经成为研究者与实践者关注的重点。研究表明,组织公平会对员工沉默行为与建言行为产生影响,但却少有学者在同一个研究框架下共同研究这一问题,也就是更少有学者研究组织公平各维度对员工沉默与建言行为的差异化影响及其作用机制。通过收集4家企业578名员工的样本数据,本文的研究结果表明,组织公平各维度对员工沉默与建言行为的影响存在差异,相比于程序公平与分配公平,互动公平对员工沉默与建言行为的影响程度更大。其中,领导信任在互动公平与员工沉默和建言行为之间起着中介作用。
How to not only promote employee suggestions but also prevent employee silence has become the focus of researchers and practitioners. The research shows that the fairness of organization has an impact on employee’s silence and suggestion behaviors. However, few scholars study this problem together in the same research frame. That is to say, few scholars study the effect of organizational justice on employee’s silence and suggestion behavior Differentiation and its mechanism of action. Through collecting the sample data of 578 employees in 4 enterprises, the results of this paper show that there are differences in the impact of organizational justice on employees’ silence and suggestion behavior compared with procedural fairness and fair distribution, interaction and fairness on staff’s silence and suggestion behavior The impact of a greater extent. Among them, the leadership trust plays an intermediary role in the interaction between fairness and employee silence and behavior.