士为知己者“言”:参与型领导能否打破员工沉默?

被引：9

作者：

李燚 ^{[1
]}

彭疆萍 ^{[1
]}

魏峰 ^{[2
]}

机构：

[1] 上海大学管理学院

[2] 同济大学经济与管理学院

来源：

工业工程与管理 | 2015年 / 20卷 / 03期

关键词：

参与型领导; 员工沉默; 社会交换理论; 领导对员工的信任; 工作绩效;

D O I：

10.19495/j.cnki.1007-5429.2015.03.007

中图分类号：

F272.92 [人事管理];

学科分类号：

摘要：

在互联网发达的信息社会,员工沉默现象普遍存在,严重阻碍着组织内信息沟通,损害组织绩效。本研究从社会交换理论的视角,揭示参与型领导、领导对员工的信任和员工绩效水平对默许性沉默、防御性沉默和亲社会沉默三种不同沉默行为的影响机制。通过对6家大型企业中185名员工及其54名直接领导的配对数据进行多层数据分析发现:(1)参与型领导负向影响员工的默许性和防御性沉默,正向影响亲社会沉默;(2)领导对员工的信任中介参与型领导与员工沉默的关系;(3)员工绩效水平调节参与型领导与员工防御性沉默和亲社会沉默的关系。

引用

页码：44 / 50

页数：7

共 18 条

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