权变奖励领导行为如何促进员工建言行为——内部人身份认知和心理安全感的作用

权变奖励领导行为是非常重要的领导行为之一,已有的研究证明权变奖励领导行为对员工的态度和行为有着积极的促进作用。基于自我归类理论,通过员工对内部人身份的认知效应,探讨权变奖励领导行为和员工建言行为之间的内在机制,并通过社会信息加工理论来探讨心理安全感在此过程中的调节效应。选取了上海市6家企业共321名员工为样本,运用区间估计Bootstrap法和Johnson-Neyman法进行数据分析和假设验证。结果表明:(1)权变奖励领导行为和员工建言行为正相关;(2)内部人身份认知在权变奖励领导行为和员工建言行为之间起中介作用;(3)心理安全感调节了权变奖励领导行为与内部人身份认知的关系,并进一步调节权变奖励领导行为通过内部人身份认知对员工建言行为的间接影响效应。

How to Promote Voice by Contingent Reward Leadership:The Role of Perceived Insider Status and Psychological Safety

Contingent reward leadership is one of the most important leadership behaviors,which has been proved to have a positive role in promoting employees′attitudes and behaviors.Based on the self-categorization theory,this paper explores the intrinsic mechanism between contingent reward leadership and voice through the perceived effect of insider status.And through the social information processing theory to explore the moderating effect of psychological safety in this process.We selected 321 employees from six State Enterprises in Shanghai as samples,and used interval estimation bootstrap method and Johnson Neyman method for data analysis and hypothesis verification.Findings are those:(1)Contingent reward leadership has a significant positive correlation with voice;(2)Perceived insider status mediates the relationship between Contingent reward leadership and voice;(3)psychological safety moderates the relationship between Contingent reward leadership and perceived insider status,and further moderates the mediating effect of perceived insider status.