东方文化情境下员工沉默传染机制与适用边界研究

Study on the Mechanism and Applicable Boundary of Employee Silence Infection in Oriental Culture

摘要: 从沉默行为传染的角度出发，以254名企业员工为研究对象，以自我保护的内隐建言和组织沉默(领导沉默和同事沉默)为中介变量，以中庸思维为调节变量，探究管理开放性是否真的可以打破员工沉默行为。研究表明：1) 管理开放性并不能真正打破员工沉默行为。2) 在管理开放性程度高的企业，仍然存在员工的自我保护的内隐建言，而且自我保护的内隐建言会强化员工沉默行为。3) 在管理开放性程度高的企业中，同样存在领导沉默和组织沉默，并且领导和同事的沉默会传染给其他员工，加强了员工沉默行为。4) 中庸思维弱化了自我保护的内隐建言对员工沉默的影响，以及组织沉默对员工沉默的影响。

Abstract: From the perspective of the contagion of silence behavior, 254 employees in enterprises were selected as the research subjects, and implicit advice of self-protection and organizational silence (leader silence and colleague Silence) were used as the mediating variables, and golden mean thinking was used as the moderating variables, explore whether management openness can really break employee silence. Research shows that: 1) management openness can not really break the silence behavior of employees; 2) in enterprises with high degree of management openness, there are still implicit suggestions of employees’ self-protection, and implicit suggestions of self-protection will strengthen employees’ silence behavior; 3) in the enterprises with high degree of management openness, there are also leader silence and organization silence, and the silence of leaders and colleagues can infect other employees and strengthen employees’ silence behavior; 4) the mean thinking weakens the influence of implicit advice of self-protection on employee silence, and the influence of organizational silence on employee silence.