【作者】 王芳；

【导师】 罗键；

【作者基本信息】 西南财经大学 ， 人力资源管理， 2014， 硕士

【摘要】 随着科学技术的日新月异以及经济全球化的快速发展,企业所面临的问题和挑战也越来越复杂,如何运用人力资源的管理方法和手段,来保持和提升组织的竞争力,成为大家关注的重点。经济全球化的背景使得企业发展压力越来越大,企业的一举一动也时刻被人们关注,伦理丑闻给企业带来的负面影响及所吸引的关注度大大超出人们的预期,这也从侧面反映了企业中伦理行为的重要性,各行业领导者在管理中做出的伦理或者非伦理选择对国民经济的发展存在一定的影响,为了促进国民经济更加稳健的增长,管理者需要在事关组织伦理道德的问题上投入更多的精力,市场和社会的转变和良性发展离不开商业中企业领导者正确健康的道德价值观的建立。竞争的日趋激烈一方面对组织层面的领导行为提出了更高的要求,另一方面,企业只有具备灵活性和创新性才能更快地适应快速变化的环境,这时以变革为导向的员工建言行为就显得尤为重要。变革和创新是企业维持组织竞争力的一大因素,而企业伦理道德是企业长青的另一个秘诀。伦理型领导主要是指通过人际互动的过程向下属传递出什么才是符合伦理规范的行为,并采取双向沟通、强化和决策来激励下属表现出伦理行为的一种领导风格。一方面通过伦理型领导的公平和互动可以营造出一种安全的氛围,使得员工不必担心建言行为给自我带来消极的影响；另一方面,基于自我理论,伦理型领导可以通过其角色榜样的作用来影响员工对自我概念的认知,提升自我效能感,从而更好地完成建言行为。基于此,本文以伦理型领导为自变量,从员工对组织环境的感知(心理安全感)和员工对自我概念的认知(自我效能感)来探讨其对员工建言行为的影响机理。本研究采用理论和实证研究相结合的方法来探讨伦理型领导对员工建言行为的影响机理。通过大量的文献参阅来梳理本文的理论基础,结合学者已有的研究构建本文的理论模型。选取符合本研究的量表,总结各变量及维度间的关系,提出本文的假设。同时,编制符合本研究的量表,考虑到个人因素对各变量都可能会产生影响,本文引入一些基本的个人因素作为研究范围,如把性别、年龄、教育程度、工作年限等个人因素作为控制变量,以更好地了解不同属性的员工在伦理型领导、心理安全感、自我效能感和员工建言行为感知上的差异。首先为了验证量表的信效度是否符合研究需要进行了小范围的预调研,对预调研收集的问卷进行分析,结果显示各量表均具有良好的信度和效度,只对少数题项进行了调整,同时加入两个测反项,形成最终的正式问卷。本文正式问卷的发放主要通过两种方式来进行,一种是通过专业的问卷调查网站问卷星(http://www.sojump.com)来进行,另一种是对西南财经大学的MBA学生发放调查问卷,以现场的形式来获取调查问卷。正式问卷共发放220份,回收有效问卷175份,采用SPSS20.0检验变量之间的主效应,并利用多元得尔塔法进行双重中介的总体效应检验,得到如下结论：1.不同属性的员工对伦理型领导、心理安全感、自我效能感和员工建言行为的感知存在显著性差异。2.验证了单维度的伦理型领导量表在中国情境下的适用性,具有良好的信度和效度。3.伦理型领导对员工建言行为及其各维度有显著的正向预测作用；伦理型领导对心理安全感和自我效能感均有显著的正向预测作用；自我效能感和心理安全感也对员工建言行为及其各维度有显著的正向影响。4.心理安全感和自我效能感是伦理型领导对员工建言行为影响中的双重中介。通过多元得尔塔法验证了双中介的合理性,其中心理安全感和自我效能感均在其中起到部分中介的作用,两者共同在伦理型领导和员工建言行为之间起到了完全中介的作用。5.自我效能感对促进性建言的影响大于抑制性建言,而心理安全感对抑制性建言的影响大于促进性建言。自我效能感高的人由于其拥有高度自信所依托的技能和创意,更愿意提出新的思路和想法,表现出促进性建言；而心理安全感高的员工,可以自由的表达自己的想法而不必担心因此带来的负面影响,更多的表现出抑制性建言。总之,本研究在社会交换理论、社会认知理论基础上,深入描绘了伦理型领导和员工建言行为的关系及其作用机制。丰富了伦理型领导与员工建言行为的研究内容,并为以后的研究提供了思路。本研究的理论意义在于：(1)丰富了伦理型领导的理论研究,拓展了伦理型领导在中国本土化的应用,(2)丰富了员工建言行为的发生机制,从伦理型领导风格出发,探索员工建言行为新的发生机制,(3)实现了组织层面到个体层面的跨层次研究,为今后的研究提供了一个新的思路；本研究的实践意义在于：(1)管理者的伦理行为可以通过和下属的人际互动促进并加强员工的伦理行为,一定程度上也可能形成良好的组织文化,进一步为员工建言的发生提供了一个安全的环境,(2)通过对伦理型领导的研究可以找出对当今时代愈演愈烈商业丑闻难题的解决思路,使伦理道德层层传递并互相影响促进组织和社会的和谐发展,(3)为组织的可持续发展提供可能性。本文的创新之处体现在以下几个方面：1.目前国内对于伦理型领导的实证研究非常少。尤其是从伦理型领导角度出发,对员工建言行为的形成机制的探讨比较匮乏,本文的研究可以为以后的研究提供思路。2.本文从个体的自我认知和个体对环境的感知两个方面来分析伦理型领导对员工建言行为的影响机制,引入自我效能感和心理安全感两个中介,并验证了双中介的合理性。3.实现了组织层面到个体层面的跨层次研究。伦理型领导行为是重要的组织情境变量,心理安全感和自我效能感是员工个体层面,员工建言行为则是员工的个体行为,本研究试图构建四者关系的模型,探究它们之间的作用机制,对员工建言行为的研究实现了由组织到个体的跨层次研究。同时,也为今后的研究提供了新的思路。更多还原

【Abstract】 With the rapid development of science and technology, the competition environment of enterprises becomes more complex and uncertain, and the competition among enterprises becomes fiercer and fiercer. How to use human resources management to maintain and enhance the competitiveness of the enterprises becomes everyone’s attention focus. The increasingly fierce competition requires companies with flexibility and innovation in order to adapt to changing environment quickly, so the employee voice behavior is very important; On the other hand, more and more enterprises put the business benefits in the first place, but the recent years, many business moral scandal attracts everyone’s attention.Reform and innovation is a major factor to maintain the competitiveness of the organization, and the corporate business ethics is another secret magic weapon. Based on this, in this study put the Ethical leadership as the independent variable, Employee voice behavior as the dependent to investigate the mediating effects of Self-efficacy and Psychological safety.This thesis includes seven parts in total. The first part mainly introduces the background, significance, content, and methods of the research. The second part is the views of related literatures, such as the concept of Ethical leadership, Self-efficacy, Psychological safety and Employee Voice Behavior. The third part is holistic theory design about the research, which include frame of theory and hypothesis.The forth part is questionnaire and sample testing. The fifth part is data analysis and hypothesis testing. The processes of analysis include reliability analysis, validity analysis, variance analysis, correlation analysis and regression analysis. The sixth part is summarization about results and recommendations. The last part concluded a brief summary, the innovation of this paper, the inadequacies of this article, and the outlook for future research.The hypothesis and questionnaire of this research are brought forward after scanning lots of literatures. Before we begin large-scale surveys, we first collect some samples to analyze the reliability and validity of the questionnaire, thenl make some tiny adjustments towards the items of the questionnaire. We collect175available questionnaires.The main conclusions are as follow:Firstly, different employees may have different cognition towards Ethical leadership, Self-efficacy, Psychological safety and Employee Voice Behavior.Secondly, the scale of ethical leadership in the Chinese context, has god reliability and validity.Thirdly, there is an obviously positive relation between the Ethical leadership and Employee Voice Behavior.Fourthly, this study verity the mediating effects of Self-efficacy and Psychological safety between the Ethical leadership and Employee Voice Behavior.The main contributions include:Firstly, in this study, the Self-efficacy and Psychological safety as intermediary variable between Ethical leadership and Employee Voice Behavior, we put these four variables into a framework for research.Secondly, From the two aspects of individual’s self-perception and self-perception of the environment to analyze the relationship between ethical leadership and the employee voice behavior, the introduction of self-efficacy and psychological sense of security both intermediaries and verify the reasonableness of the double intermediation.Thirdly, this study achieves a cross-level research into the individual level. Ethical leadership behavior is an important organizational context variables, psychological sense of security and a sense of self-efficacy are the individual level, employee voice behavior is individual behavior of employees, this study attempts to build relations between the four models to explore mechanisms between them And this study provides a new way of thinking.更多还原