摘要
以往关于员工沉默的研究主要聚焦于对其前因的探讨,对其后果影响的研究仍显不足.通过对102名员工及其领导连续10个工作日的日志调研,本研究从自我调节理论的视角揭示了员工沉默为何及何时能够影响员工的绩效行为(角色内绩效和创造力)和关系行为(社会阻抑).多层次被调节的间接作用模型结果显示,员工沉默与工作脱离正相关;工作脱离与角色内绩效、创造力负相关,与社会阻抑正相关;工作脱离在员工沉默与这些结果变量之间发挥间接作用;组织互惠显著地负向调节了员工沉默通过工作脱离对这些结果变量的间接影响.本研究既为员工沉默的后果影响及其作用机制提供了新的理论解释,也为企业如何降低员工沉默的消极影响提供了管理启示.
Abstract
Previous research on employee silence has primarily focused on its antecedents,giving limited attention to its consequences.This study,drawing on self-regulation theory,delves into How and When employee silence influences in-role performance,creativity,and social undermining.Through a daily diary study spanning 10 workdays with 102 employees and their supervisors,we aim to shed light on this phenomenon.Utilizing a multilevel mediated moderation model,this study finds a positive relationship between employee si-lence and job disengagement.Moreover,job disengagement is negatively related with in-role performance and creativity,while positively related with social undermining behaviors.Furthermore,our analysis reveals that job disengagement mediates the relationship between employee silence and its outcomes.Additionally,organizational reciprocity plays a moderating role in this process.Specifically,organiza-tional reciprocity moderates the indirect relationship between employee silence and in-role performance,creativity,and social undermi-ning via job disengagement.Specifically,higher levels of organizational reciprocity weaken the indirect effects of employee silence on these outcomes through job disengagement.In conclusion,this study offers a fresh theoretical perspective on the consequences of employee silence,and provides managerial insights for mitigating its negative impacts.
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