基于组织认同的员工沉默与建言行为研究

摘要

从组织认同的角度看，员工对组织认同程度较低时会提出意见，对组织认同程度较高时也会提出意见，但先前的研究并未对此给出令人满意的解释。本文通过明确各个变量的边界，具体讨论了员工在不同程度的组织认同下沉默与建言行为关系的变化，发现组织认同与员工的行为并非简单的正向或负向关系，而是一种复杂的非线性关系：当员工对组织的认同程度较低时，员工的沉默行为多于建言行为，且随着员工对组织认同程度的提高，其沉默行为逐渐增加，建言行为逐渐减少；当员工对组织的认同处于模糊与中立状态时，员工的沉默行为达到最多，建言行为则最少；当员工对组织认同程度比较高时，员工的沉默行为逐渐减少，建言行为逐渐增多，直至其建言行为多于沉默行为。%From the perspective of organizational identification , employees will advise the organization , both on a high and low level of organizational identification .However , the previous studies did not give a satisfactory explanation for this phenomenon .The paper discussed the relationship change between employee silence and voice behavior at different levels of organizational identification , based on the clearing of each variable′s boundary , and found that the relationship be-tween organizational identification and the behavior of employees is not a simple positive or negative relationship , but is a complicated nonlinear relationship: when the employees have a low level of organizational identification , they have more silence behavior than voice behavior , and with the enhancement of employees′organizational identification , they have more silence behavior and less voice behavior gradually;when the employees are at an ambivalent identification and neu-tral identification , they have the most silent behavior and least voice behavior;when employees have a relatively high de-gree of organizational identification , their silence behavior will decrease , and the voice behavior will increase gradually until they have more voice behavior than silence behavior .