建言采纳如何促进员工建言：基于目标自组织视角的整合机制
摘要
<p id="C3">Extant literature has long documented the important role of employee voice behavior with such literature pointing to leadership as a vital antecedent to employee voice behavior. However, one relatively unexplored area in this stream or research is the understanding of, how leader’s voice endorsement affects employees’ voice behavior. Prior studies have investigated the relationship between leader’s behavior and employee voice through a motivational theoretical perspective or a cognitive theoretical perspective. First, the voice literature has drawn on social exchange theory, conservation of resources theory and expectancy theory to explain how employee voice can be triggered through leader behavior that enhances employee motivation to voice. Second, the literature has also drawn on implicit voice theory, information processing theory, and social cognition theory to understand how the leader influences employee voice through a cognitive lens. However, this results in a fragmented literature with the need for an overarching theory that links these perspectives. Therefore, we provide an integrated framework through the self-organizing goal system theory of human psychology. In doing so, we develop a goal self-organization framework of employee voice behavior which integrates the cognitive and motivational approaches to voice. Based on this framework, how employees self-organize their goal system can function as the core mechanism that influences employee’s voice. Further, we explain how leader’s voice endorsement can promote employee voice using this framework. <p id="C201">Empirically, we tested the hypotheses that both employee’s work meaningfulness and voice efficacy mediate the positive relationship between leader’s voice endorsement and employee’s promotive voice and prohibitive voice. A two-wave survey was conducted in an internet-based financial company operating in Tianjin and Zhejiang. We used existing, validated measures with Chinese questionnaires