CAJ | 학술논문

本文探讨中国本土情境的权威领导影响下属建言行为的影响过程，揭示“想不想”建言和“能不能”建言双元心理机制各自的作用和差异。通过267对主管和下属的配对样本，运用多层回归分析，实证结果表明，权威领导对下属的抑制型建言和促进型建言均具有消极的影响且对前者的影响程度更强；权威领导通过建设性变革责任感和组织支持感双元心理机制影响下属的建言行为；两种心理机制的作用存在差异，组织支持感代表的“能不能”建言的中介作用强于建设性变革责任感代表的“想不想”建言的中介作用。
본문탐토중국본토정경적권위령도영향하속건언행위적영향과정，게시“상불상”건언화“능불능”건언쌍원심리궤제각자적작용화차이。통과267대주관화하속적배대양본，운용다층회귀분석，실증결과표명，권위령도대하속적억제형건언화촉진형건언균구유소겁적영향차대전자적영향정도경강；권위령도통과건설성변혁책임감화조직지지감쌍원심리궤제영향하속적건언행위；량충심리궤제적작용존재차이，조직지지감대표적“능불능”건언적중개작용강우건설성변혁책임감대표적“상불상”건언적중개작용。
This study investigates the mediating effect of felt responsibility for constructive change and perceived organizational support on the relationship between supervisor＇ s authoritarian leadership and subordinates＇ voice behavior in Chinese context, and explores the unique and different effect of dual psychological mechanisms that are ＂would＂ voice and ＂could＂ voice. Using 267 dyads survey data of subordinates and their direct supervisors, the results of multiple lin- ear regression show that authoritarian leadership hinders subordinates＇ promotive and prohibitive voice behavior, and the negative relationship between authoritarian leadership and prohibitive voice is stronger; felt responsibility for constructive change and perceived organizational support mediate the relationship between authoritarian leadership and subordinates＇ voice behavior; two psychological mechanisms have different effect, ＂could＂ voice mechanism which is represented by perceived organizational support has more stronger mediating effect than the ＂would＂ voice mechanism which is represented by felt responsibility for constructive change.