领导感激表达对员工建言行为的双路径影响研究——基于积极情绪和工作投入的中介作用
A Dual-Path Study of the Effect of Leader Gratitude Expression on Employee Voice Behavior—A Mediating Role Based on Positive Affect and Work Engagement
摘要: 员工建言行为是组织行为学研究的热门和重要话题之一，现有研究主要从认知和动机层面探究影响员工建言行为的因素，而近年来领导者的更多特质和表征得以被挖掘，领导感激表达便是其中之一。本文基于情绪社会信息模型、资源保存理论，引入积极情绪、工作投入、权力距离来构建理论模型，探讨领导感激表达和员工建言行为之间的关系。通过问卷调查收集到229份有效数据，实证检验结果表明，工作投入和积极情绪在领导感激表达和员工建言行为之间发挥中介作用，权力距离导向负向调节领导感激表达和积极情绪之间的关系，低权力距离导向增强了领导感激表达通过积极情绪对员工建言行为的积极影响。研究结果揭示了领导感激表达与员工建言行为之间的相互作用机制，启发管理者将领导感激表达作为促进员工建言行为的有效方式。
Abstract: One of the most popular and important topics in organizational behavior research is employee voice behavior. Existing studies have primarily investigated the factors influencing employee voice behavior at the cognitive and motivational levels, whereas in recent years, more attributes and characteristics of leaders, including leadership appreciation, have been investigated. Based on the social information model of affect and resource conservation theory, this paper investigates the relationship between leader gratitude expression and employees’ voice behavior, with positive affect and work engagement as mediating variables and power distance as moderating variables. The model was empirically tested by collecting 229 valid data points via a questionnaire survey. The study found that work engagement and positive effects mediated the relationship between expressions of leadership gratitude and voice behaviors among employees, as well as power distance. Negative power distance moderated the relationship between expressions of leadership gratitude and positive affects, whereas positive affects enhanced the positive influence of expressions of leadership gratitude on employees’ voice behaviors. The findings demonstrate the mechanism underlying the relationship between leader gratitude expression and employee voice behavior, and they inspire managers to use leader gratitude expression as an effective means of promoting employee voice behavior.
文章引用：郭怡颖. 领导感激表达对员工建言行为的双路径影响研究——基于积极情绪和工作投入的中介作用[J]. 现代管理, 2024, 14(12): 3374-3383. https://doi.org/10.12677/mm.2024.1412403

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