When and Why Do Central Employees Speak Up? An Examination of Mediating and Moderating Variables

被引：120

作者：

Venkataramani, Vijaya ^{[1
]}

Tangirala, Subrahmaniam ^{[1
]}

机构：

[1] Univ Maryland, Robert H Smith Sch Business, College Pk, MD 20742 USA

来源：

JOURNAL OF APPLIED PSYCHOLOGY | 2010年 / 95卷 / 03期

关键词：

employee voice; personal influence; extrarole behaviors; PROCEDURAL JUSTICE; INTERRATER RELIABILITY; SOCIAL-INFLUENCE; NEGATIVE AFFECT; VOICE; BEHAVIOR; POWER; PERCEPTIONS; PERFORMANCE; VALIDATION;

D O I：

10.1037/a0018315

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

We examined the proposition that employees' work-flow centrality (i.e., the extent to which they are critical to the task-related interaction networks of their work groups) enhances their personal influence within their work groups and, therefore, motivates them to engage in voice behaviors. In support of this proposition, in a study of 184 bank employees nested within 42 work groups, we found that employees' work-flow centrality was positively related to voice behaviors, with their personal influence mediating this relationship. Further, work-flow centrality was more strongly related to personal influence when employees had higher task performance, and personal influence was more strongly related to voice behaviors when employees had higher levels of work-group identification. Implications for theory and practice are discussed.

引用

页码：582 / 591

页数：10

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