CAJ | 학술논문

现有研究多从员工建言可能带来的风险出发探讨影响建言的心理安全机制，对员工价值观认知的作用缺乏深入探讨。本研究采用个人一组织匹配的视角，对广东4家企业67个领导及其213名下属的配对样本进行了实证研究，发现：变革型领导对促进性建言、抑制性建言均存在显著的正向影响，个人一组织匹配具有部分中介作用，领导的组织代表性具有显著的正向调节作用。研究结果表明个人一组织匹配认知会影响内隐于员工潜意识中的价值观认知，并进而影响员工的建言行为。
현유연구다종원공건언가능대래적풍험출발탐토영향건언적심리안전궤제，대원공개치관인지적작용결핍심입탐토。본연구채용개인일조직필배적시각，대엄동4가기업67개령도급기213명하속적배대양본진행료실증연구，발현：변혁형령도대촉진성건언、억제성건언균존재현저적정향영향，개인일조직필배구유부분중개작용，령도적조직대표성구유현저적정향조절작용。연구결과표명개인일조직필배인지회영향내은우원공잠의식중적개치관인지，병진이영향원공적건언행위。
Much of the existing research of voice have explored the psychological safety mechanism that voice may bring, lack of depth perception on the cognitive of employees＇ value. This research adopts the person - organization fit perspective. Through the empirical analysis of 213 staffs and leader paired samples in 67 teams for 4 companies in Guangdong, found that： the transformational leadership has the positive effects both for promotive and prohibitive voice behavior. Person - organization fit acts as partial mediating function. Supervisor＇ s organizational embodiment has a significant positive moderate effect. The results show that the cognitive of person - organization fit will affect the implicit value in their subconscious cognitive point of view, and then influence the employee voice behavior.