The Effect of Supervisor Neuroticism on Employee Voice Behavior: A Moderated Mediation Model of Emotional Exhaustion, Self-Efficacy and Emotion Regulation

In this study, the conservation of resource theory was adopted to investigate the mediating effects of emotional exhaustion on the relationship between supervisor neuroticism and employee voice behavior. In addition, we examined the moderating effects of self-efficacy and emotion regulation on the indirect effect that supervisor neuroticism exerts on employee voice behavior through emotional exhaustion. This study collected 226 sets of valid data on employees and their respective supervisors by using multiple data sources. Through hierarchical regression and analysis of moderated mediation, this study determined that emotional exhaustion can mediate the negative relationship between supervisor neuroticism and employee voice. Furthermore, self-efficacy and emotion regulation can respectively moderate the relationship between supervisor neuroticism and emotional exhaustion. An analysis of moderated mediating effect revealed that self-efficacy and emotion regulation can moderate the indirect effect that supervisor neuroticism exerts on employee voice behavior through emotional exhaustion. The present study also provided relevant theoretical and practical implications.

關鍵字

supervisor neuroticism ； emotional exhaustion ； self-efficacy ； emotion regulation ； voice behavior

並列摘要

本研究以資源保存理論的觀點探討情緒耗竭在主管神經質到員工建言行為的中介效果，以及自我效能、情緒調節如何調節主管神經質經情緒耗竭對員工建言行為的間接效果。本研究透過多重來源的研究設計，蒐集226 份的有效員工及其主管配對資料，經由階層迴歸分析與調節式中介分析的檢驗步驟，本研究發現情緒耗竭可中介主管神經質與員工建言之間的負向關係。再者，自我效能、情緒調節可分別調節主管神經質與情緒耗竭之關係，且調節式中介效果的分析也發現，自我效能、情緒調節可調節主管神經質經由情緒耗竭進而影響員工建言的間接效果。本研究結果也提供了相關的理論及實務意涵。

並列關鍵字

主管神經質；情緒耗竭；自我效能；情緒調節；建言行為

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