Factors of Employees’ Effective Voice in Corporate Goverance*

Traditionally, corporate governance has focused on the problem of crafting mechanisms to align the interests of owners and managers. The key characteristic has been to minimize the potential for managers to act in their own self-interest at the expense of shareholders. The purpose of this paper is to focus on employees as stakeholders in the governance process. We argue that creating an environment where employees have help in behaving ethically, in the course of their work, is the first step in encouraging them to voice observations of wrongdoing. Seven groups of professionals in the accounting and insurance fields were surveyed during a 10-year period and asked to indicate the extent to which 14 items were helpful in dealing with ethical challenges. Over 2700 responses were analyzed. The findings indicate that professionals think that their organizational culture and policy for voice was more helpful in dealing with ethical dilemmas than was their professional association. *Presented at the 2004 European Academy of Management Conference in St. Andrews, Scotland     

防御与促进：人际和谐在员工建言行为中的作用

建言作为一种重要的组织公民行为受到很多组织管理学者的关注,然而基于恐惧和顺从的建言动机却没有得到应有的重视.基于个体动机视角,研究不仅关注亲社会型建言,也关注防御型建言和默认型建言等行为,考察防御定向和促进定向对员工建言行为的影响机制,探讨人际和谐的中介作用以及心理安全感的调节作用.对17家民营企业550个员工的实证研究表明:人际和谐在调节定向与建言行为之间起中介作用,即其中的避免破裂维度中介防御定向与防御型建言、默认型建言之间的关系,而促进和谐维度中介促进定向与亲社会型建言之间的关系;心理安全感负向调节避免破裂与防御型建言、默认型建言的关系.