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题名	组织内信任对员工建言行为的影响：员工真实性的中介效应
作者	刘兴云
学位类别	硕士
答辩日期	2016-05
授予单位	中国科学院研究生院
授予地点	北京
导师	王詠
关键词	组织内信任 员工真实性 建言行为
其他题名	The Influence of Organizational Trust on Employees’ Voice Behavior: the Mediating Role of Employee Authenticity
学位专业	心理学
中文摘要	建言行为是指员工在发现组织出现问题或需要做出改变时，向领导上级、同 事等提出的有针对性的策略或创新性的想法的行为。由于建言行为可能带来的负 面影响，如影响人际和谐、提职晋升等因素，员工在组织出现问题时常常会选择 沉默。在组织层面上，组织内信任对建言行为有重要影响，受到了学者们的广泛 关注，但其间的作用机理尚不清晰。从个体特质角度，真实性是一种个体在日常 毫无障碍地展示最真切、最核心的自我的品格优势，和建言行为、组织内信任有 着紧密的联系，是核心品格优势之一。 本研究在文献分析的基础上，通过问卷、实验相结合的方式，采用多方法、 多视角、多样本的方法对这一问题进行全面剖析。本研究由三个子研究组成：研 究1 首先将员工真实性量表（IAM Work）本土化，为之后的研究提供有效的测 量工具；研究2 采用量表测量的方式对本研究中所涉变量（组织内信任，员工真 实性和建言行为）的关系进行讨论；研究3 采用实验的方法，探讨上述三个变量 之间的因果关系。 研究结果表明：（1）组织内信任对建言行为有显著的正向预测作用；（2）组 织内信任对员工真实性有显著的正向预测作用；（3）员工真实性对建言行为有显 著的正向预测作用；（4）员工真实性在组织内信任与建言行为之间起到了中介的 作用，且这一作用具有因果关系。 本研究一方面可以拓展与组织内信任、员工真实性和建言行为有关的研究领 域和研究方法，另一方面为提高员工行为绩效提供了新的理论依据和干预手段。
英文摘要	Voice behavior refers to that when employees discovered problems or the need to make changes, they would propose targeted strategies or innovative ideas to the superiors or colleagues. Due to the negative impact that voice behavior may bring to employees, such as the damage of interpersonal relationship and ones’ career promotion, employees often choose to be silence when there is a problem in the organization. Organizational trust has a significant impact on voice behavior which has drawn a great attention of scholars, but the mechanism between organizational trust and voice behavior is not yet clear. Authenticity is one of the positive characters which focuses on the unobstructed operation of one’s true‐or core‐self in one’s daily enterprise. And it has close relationship with voice behavior and organizational trust. On the basis of literature analysis, though the use of questionnaires and experiments, we analyzed this problem comprehensively with the use of multi-methods, multi-perspectives and multi-samples. This study consists of three studies. Study 1 firstly localized the Individual Authenticity Measure at Work Scale (IAM Work), to provide an effective measurement tool for the further study. Study 2 analyzed the relationship between organizational trust, employee authenticity and voice behavior with the scales. Study 3 further explored the causal relationship between the three variables with experimental method. The results showed that: (1) Organizational trust could significantly positively predict voice behavior. (2) Organizational trust could significantly positively predict employee authenticity. (3) Employee authenticity could significantly positively predict voice behavior. (4) Employee authenticity is a mediator between organizational trust and voice behavior, and it is a causal chain: organizational trust enhances employee authenticity, which, in turn, enhances voice behavior. Through this study, we hope we can expand the field and enrich the method on one hand, and to provide a theoretical basis and intervention method to improve employee performance on the other hand.
语种	中文
学科主题	应用心理学
内容类型	学位论文
源URL	[http://ir.psych.ac.cn/handle/311026/19875]
专题	心理研究所_社会与工程心理学研究室
作者单位	中国科学院心理研究所
推荐引用方式 GB/T 7714	刘兴云. 组织内信任对员工建言行为的影响：员工真实性的中介效应[D]. 北京. 中国科学院研究生院. 2016.

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