종업원 발언행동의 예측요인으로 상사지원에 관한 연구: 자기효능감 조절효과를 중심으로 = A Study on Predicting Employee Voice Behavior in relation to supervisor support

다국어 초록 (Multilingual Abstract)

The recent increase in competition of companies, it is very important to absorb opinions from organization members. So inducing their active voice is the point for company to circumstantial judgement, competitiveness, and the future. However, the members naturally control their voice for various reasons in many cases. In previous studies, researchers have spent a great deal of effort describing issues that occur when employees fail to speak out and share their ideas with each other. But the existing studies considered employee voice as a response behavior following job dissatisfaction or as a constituent of OCB (Organization Citizenship Behavior), and less research has focused on antecedents of voice. Furthermore, research on antecedents of voice is still in an early stage of development and has explained only a small amount of variance (Withey and Cooper, 1989). This is a problem because without knowledge of antecedents, researchers cannot make recommendations regarding how to manage employee voice. Therefore, the propose of this study is to empirically analyze predictive variables of employee voice that considers supervisor support as situational factors. First, this study aims to examine the situational factors which predict employee voice. Second this study defined voice construct into different types of motives (defensive, obedient, constructive intentions) and focus on constructive voice. Third, this study focuses on supervisor support in relation to delegation, approachability of leaders which affect employee voice as situational factors. Finally, this study aims to test the moderating effect of employee self-esteem between supervisor support and employee voice. For the empirical analysis, 330 questionnaires were distributed for about 4 weeks at 10 companies and 281 were returned. However, 17 questionnaires out of those returned were considered to be statistically valueless for the analysis were not included and 264 questionnaires were used in analysis. The collected data were analyzed with SPSS 17.0 for Windows. This study used the statistical techniques, such as reliability, factor analysis, correlation analysis, multiple regression and hierarchical regression analysis. As a result, the major findings of this study were as follows: First, this study found out that employee voice will be higher as (superior) delegation and approachability is higher. Second, the moderating effect of approachability and employee voice was significant. These findings reported in this study are important because they expand our understanding of the antecedents of voice. This knowledge should be especially relevant to managers in organizations with dynamic environments where change and new ideas are essential for organizational innovation, survival, and success. The research reported in this study has important implications for managers also. For instance, managers can use to influence the extent to which employees speak up with constructive suggestions for change. Given the importance of innovation in today`s competitive environment, this study suggests that future research that continues to enhance the understanding of employee voice. However, additional research needs to investigate the validity of suggestions. Research should also examine additional variables that might influence employee voice in organizational settings.

참고문헌 (Reference)

1 Near, J.E., "Whistle-blowing: Myth and reality" 22 : 507-526, 1996

2 Bass, B.M., "Transformational leadership" Erlbaum 2006

3 George, J.M., "Trait and state affect. in: Individual differences and behavior in organizations" Jossey-Bass 1996

4 Schwartz, S.H., "Toward a universal psychological structure of human values" 53 : 550-562, 1987

5 Cohen, J., "Things I have learned (so far)" 45 : 1304-1311, 1990

6 Nemeth, C.J., "The tradeoffs of social control and innovation in groups and organizations" 22 : 175-210, 1989

7 Katz, D., "The social psychology of organizations" Wiley 1978

8 Locke, E.A., "The nature and causes of job satisfaction. in: Handbook of industrial and organizational psychology" Rand McNally 1976

9 Crandail, R., "The measurement of self-esteem and related constructs. in: Measures of social psychological attitudes, Ann Arbor" University of Michigan Institute for Social Research 1973

10 Gardner, D.G., "The effects of pay level on organization based self-esteem and performance: A field study" 77 : 307-322, 2004

11 Pearce, J.A., "The design and activation of self-regulating work groups" 40 : 751-782, 1987

12 Staw, B.M., "Task revision: A neglected form of work performance" 33 : 534-559, 1990

13 Edmondson A.C., "Speaking up in the operating room: How team leaders promote learning in interdisciplinary action teams" 40 : 1419-1452, 2003

14 Bandura, A., "Social Learning Theory" Prentice-Hall 1977

15 Cummings, T.G., "Self-regulating work groups: A sociotechnical synthesis" 3 : 625-634, 1978

16 Brockner, J., "Self-esteem at work: Research, theory, and practice" Lexington Books 1988

17 Gardner, D.G., "Self-esteem and self-efficacy within the organizational context: An empirical comparison" 23 : 48-70, 1998

18 Mossholdet, K.W., "Role perceptions, satisfaction, and performance: Moderating effects of self-esteem and organizational level" 28 : 224-234, 1981

19 Redmond, M.R., "Putting creativity to work: Effects of leader behavior on subordinate creativity" 55 : 120-151, 1993

20 Graham, J.W., "Principled organizational dissent: A theoretical essay" 8 : 1-52, 1986

21 Withey, M.J., "Predicting exit, voice, loyalty, and neglect" 34 : 521-539, 1989

22 Wall, T.D., "Outcomes of autonomous work groups: A long-term field experiment" 29 : 280-304, 1986

23 Van Dyne, L., "Organizational citizenship behavior: Construct redefinition, operationalization, and validation" 37 : 765-802, 1994

24 Organ, D.W., "Organizational Citizenship Behavior-The Good Soldier Syndrome. (1st ed.)" Heath and Company 1988

25 J. Pierce, "Moderation by organization-based self-esteem of role condition-employee response relationships" 36 : 271-288, 1993

26 Hornstein, H.A., "Managerial courage: Revitalizing your company without sacrificing your job" Wiley 1986

27 Hattrup, K., "Learning about individual differences by taking situations seriously. in: Individual differences and behavior in organizations" Jossey-Bass 1996

28 Detert, J.R., "Leadership behavior and employee voice: Is the door really open?" 50 : 869-884, 2007

29 Van Scotter, J.R., "Interpersonal facilitation and job dedication as separate facets of contextual performance" 81 : 525-553, 1996

30 Ekehammer, B., "Interactionism in personality from a historical perspective" 81 : 1026-1048, 1974

31 Farr, J.L., "Individual innovation. in: Innovation and creativity at work" Wiley 1990

32 Rusbult, C.E., "Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction" 31 : 599-627, 1988

33 Van Dyne, L., "Helping and voice extra-role behavior: Evidence of construct and predictive validity" 41 : 108-119, 1998

34 Walton, R.E., "Groups under contrasting management strategies. in: Designing effective work groups" Jossey-Bass 1986

35 Hackman, J.R., "Group influences on individuals in organizations" 2 (2): 199-267, 1992

36 Van Dyne, L., "Extra-role behaviors: In pursuit of construct and definitional clarity (a bridge over muddied waters)" 17 : 215-285, 1995

37 Farrell, D., "Exploring the exit, voice, loyalty, and neglect typology: The influence of job satisfaction, quality of alternatives, and investment size" 5 : 201-218, 1992

38 Hirschman, A.O, "Exit, voice, and loyalty: Responses to decline in firms, organizations, and states" Harvard University Press 1970

39 Saunders, D.M., "Employee voice to supervisors" 5 : 241-259, 1992

40 Near, J.E., "Effective whistle-blowing" 20 : 679-708, 1995

41 Nemeth, C.J., "Differential contributions of majority and minority influence" 93 : 23-32, 1986

42 Scott, S.G., "Determinants of innovative behavior: A path model of individual innovation in the workplace" 37 : 580-607, 1994

43 Chen, Z.X., "Delegation and employee work outcomes: An Examination of the cultural context of mediating process in China" 50 : 226-238, 2007

44 Van Dyne, L., "Conceptualizing employee silence and voice as multidimensional constructs" 40 : 1359-1392, 2003

45 Miceli, M.E., "Blowing the whistle: The organizational and legal implications for companies and employees" Lexington Books 1992

46 Hollenbeck, J.R., "Adapting to roles in decision-making teams. in: Individual differences and behavior in organizations" Jossey-Bass 1996

47 Ford, C.M., "A theory of individual creative action in multiple social domains" 21 : 1112-1142, 1996

48 Schyns, B., "A new occupational self-efficacy scale and its relation to personality constructs and organizational variables" 11 : 219-241, 2002