对领导人的信任如何影响组织的承诺? 一个调节调解模型的测试
Savita S Rai1, Navin Kumar Koodamara1
1Manipal Institute of Management, Manipal Academy of Higher Education (MAHE), Karnataka, Manipal 576104, India.
Acta psychologica
|May 25, 2025
概括
员工的沉默显著影响组织的承诺,对领导的信任是关键. 伦理领导力减少了员工的沉默,特别是当信任度很高时,有利于银行业组织.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 工业心理学 工业心理学
背景情况:
- 员工沉默,拒绝提出建议或担忧,是组织中一个关键的,但往往无法观察到的现象.
- 了解员工沉默的先例和后果对于组织效率和员工福祉至关重要.
- 组织承诺,包括情感,规范和持续维度,是受工作场所动态影响的关键结果变量.
研究的目的:
- 检查领导者信任,员工沉默和组织承诺 (情感,规范,持续) 之间的关系.
- 分析员工沉默在领导者信任和组织承诺的联系中扮演的调解角色.
- 调查道德领导对领导者信任和员工沉默之间的关系的温和效应.
主要方法:
- 进行了一项定量,横截面的研究.
- 数据来自印度南部的公共和私营银行雇员.
- 使用统计分析来测试拟议的关系和调解/调节效应.
主要成果:
- 员工的沉默显著影响了组织承诺的所有维度 (情感,规范,持续).
- 对领导人的信任与规范承诺有显著的关系,但与情感或持续承诺无关.
- 员工的沉默显著调解了对领导者的信任和情感/持续承诺之间的关系.
- 伦理领导力显著调节了对领导者信任和员工沉默之间的关系,高伦理领导力减少了沉默.
结论:
- 对领导的信任和管理员工的沉默对于培养银行业组织承诺至关重要.
- 组织应专注于培养监督员的道德领导素质,以改善领导者与下属之间的关系,并减少有害的员工沉默.
- 解决员工承诺的根本动机需要注意对领导人的信任和员工沉默的动态.
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