現在適合說話嗎？主管訊號與員工建言行為之關係

建言行為是具有挑戰性的行為，並且可能會給員工帶來風險。大多數員工在提出想法以前都會「看風向」，並試圖了解主管對建言行為的態度。過去研究將重心放在探討長期領導風格（如：轉型領導、真誠領導）對員工建言的影響，但忽略了主管在互動當下向員工傳遞訊號的重要性。本研究試圖運用「訊號理論」和「不確定管理理論」，透過兩個研究來探討兩項研究議題：（1）主管所傳遞的建言訊號之內容和形式；（2）主管所傳遞的建言訊號對員工建言知覺（包含建言自我效能和心理安全感）和建言意願的影響，以及在此歷程中的相關調節變數。在研究一中，研究者採用質性訪談的方式，從 8 名主管和 12 位部屬中蒐集主管傳遞建言訊號的事例。本研究共蒐集 159 筆事例，並將事例區分為四種類別以及十二個構面。在研究二中，研究者根據研究一所提出的訊號方向和訊號形式的分類，編撰出四種不同的劇本。研究者在此研究中結合情境故事法和問卷調查法，透過社交媒體蒐集總計 279 筆在職工作者的量化資料。路徑分析（使用 SPSS 中的 PROCESS 分析模組）的結果顯示：一、建言訊號會影響部屬的建言意願，當訊號愈正向時，建言意願愈高；二、建言訊號可透過建言自我效能與心理安全感，提升部屬的建言意願；三、員工的社交能力會強化建言訊號透過心理安全感影響建言意願的中介效果。基於上述兩個研究的結果，本研究提出相關之理論與實務意涵，並提供未來的研究方向。

關鍵字

建言訊號；情境故事法；訊號理論；不確定管理理論；社交能力；建言行為

並列摘要

Voice behaviors are challenging behaviors and may bring risks to employees. Before speaking up, most employees want to “read the wind” and try to understand their managers’ attitudes toward the voice behavior. Previous research focused on investigating the effect of long-term leadership styles (e.g., transformational leadership and authentic leadership) on employee voice behaviors, but ignored the importance of managers’ signals delivered to employees at the moment of interaction. Drawing on “signaling theory” and “uncertainty management theory”, this research conducted two studies to investigate two related issues: (1) the content and the forms of managers’ voice signals; (2) the influences of managers’ voice signals on employees’ voice perceptions (including voice self-efficacy and psychological safety) and voice intentions, and the relevant moderating variable in this process. In Study 1, the researcher adopted qualitative interviews to collect the instances of managers’ voice signals from 8 supervisors and 12 subordinates. One hundred and fifty-nine instances were collected and classified into four categories and twelve dimensions. In Study 2, the researcher compiled four different scenarios based on the classification comprising signal directions and signal forms proposed in Study 1. In this study, the researcher combined the scenario method and the survey method to collect quantitative data from job incumbents. Two hundred and seventy-nine research participants were recruited from social media. Results of regression analysis (using PROCESS macro for SPSS) reveal that: (1) managers’ voice signals had a significant influence on employees’ voice intentions; the more positive the signal was, the higher the voice intention; (2) managers’ voice signals had a significant influence on employees’ voice intentions through the mediation of voice self-efficacy and psychological safety; (3) employees’ social skill strengthened the mediation effect of psychological safety on the relationship between voice signals and voice intentions. On the basis of the results in two studies, this research proposed relevant theoretical and practical implications, and provided future research directions.

並列關鍵字

voice signal ； scenario ； signaling theory ； uncertainty management theory ； social skill ； voice behavior

參考文獻

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現在適合說話嗎？主管訊號與員工建言行為之關係

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