员工建言对于组织运营和发展的作用是不言而喻的,然而在中国情境下往往事与愿违,员工常常会选择知而不言.采用问卷调查方式收集81名团队领导与其467名下属的配对样本,运用多层线性模型方法,从文化价值观的视角探讨中国情境下不同层级个体的权力距离导向对员工建言的效应以及领导组织地位感知和员工组织地位感知在其中的调节效应.统计分析结果表明,领导权力距离导向和员工权力距离导向对员工建言行为都具有显著的负向预测作用,领导组织地位感知显著调节领导权力距离导向与员工建言间的关系,员工组织地位感知显著调节员工权力距离导向与员工建言间的关系.研究结果有助于理解中国情境下员工建言的影响因素和边界条件,对于改变这种现状、实现组织的有效管理具有重要的现实意义.%Employee voice plays an important role in organization operation and development. However, employees in Chinese context usually avoid voice. In a survey-based study of 467 employees nested within 81 workgroups, using hierarchical linear model, this study examined the cross-level effects of power distance orientation on employee voice and the moderating effect of perceived organizational status of leader and employee in China context based on culture value theories. We found that leader and employee power distance orientation both have significantly negative effects on employee voice, and leader perceived organizational status and employee perceived organizational status respectively moderate the relationships between power distance orientation and employee voice in different levels. Results are useful to understand the antecedents and boundary condition of employee voice, which is meaningful to change employee voice behaviors and improve managerial effectiveness.
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