摘要
现如今，企业之间的竞争已演变成人才的拉锯战，而员工建言行为作为一种
积极的角色外行为在推动企业长远发展上发挥着重要的作用。诸多研究显示领导
人格对员工建言行为有着显著影响，而自恋型领导作为一种特殊的领导类型近年
来引起了广泛关注。具有自恋人格的领导是否只会带来消极作用呢？它又是通过
什么途径影响员工建言行为的呢？当员工对管理层的信任程度不同时，自恋型领
导对员工建言行为的影响是否会有所不同？
本研究在回顾了社会交换理论和社会认知理论的基础上，从员工视角出发，
构建了自恋型领导影响员工建言行为的理论研究模型，其中员工建言行为包括促
进性建言和抑制性建言。通过对大量国内外文献的回顾提出了一系列研究假设，
包括自恋型领导影响员工建言行为的直接效应，揭示了组织公平在自恋型领导影
响员工建言行为中的中介机制，分析了不同环境下其影响程度的区别以及对管理
层的信任的调节作用
为了对研究假设进行验证，本研究采用问卷调查法进行实证分析，从员工评
价领导和员工自评的角度出发，向不同企业不同层级的员工发放纸质和电子问卷，
共回收有效问卷257份，运用SPSS软件对量表进行分析，结果显示具有良好的
信度效度，通过了共同方法偏差检验，保证了数据的有效性。然后运用线性回归
的统计方法对假设加以验证
实证研究结果揭示了自恋型领导与员工建言行为之间的关系，结果表明：自
恋型领导负向且显著影响员工建言行为；自恋型领导是通过影响组织公平进而影
响员工建言行为的；当员工对管理层的信任程度高时，自恋型领导对员工建言行
为的负向作用被大大削弱甚至消失；当员工对管理层的信任程度低时，领导的自
恋倾向越严重，反而越激发了员工的建言行为。此外，自恋型领导对员工建言行
为的两个维度——促进性建言和抑制性建言的影响作用有所不同
因此，为了削弱自恋型领导对员工建言行为的负向影响，让企业更长远稳定
发展，企业可通过聘用自恋倾向较低的中高层管理者、完善员工建言的保障制度、
提供准确全面的决策信息、举办领导-员工角色互换活动和开发领导-员工匹配系
统等实践管理策略来提升员工的建言行为，研究结果有较强的理论与现实意义
关键词：组织公平；自恋型领导；员工建言行为；对管理层的信任
哈尔滨工业大学管理学硕士学位论文
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Abstract
Nowadays, the competition among enterprises has evolved into a fierce
competition for talents. As an active behavior, voice plays an important role in
promoting the development of the company. Many studies have shown that the leader's
personality has a significant impact on the voice, and narcissistic leadership as a
special kind of leadership has attracted widespread attention in recent years. So does
narcissistic personality only have negative effects How does it influence the voice
Will the impact of narcissistic leadership on the voice be different when employees
have different levels of trust in management
Based on social exchange theory and social cognition theory, this study constructs
a moderated mediating model of narcissistic leadership influencing voice. In the model,
voice is divided into promotive voice and prohibitive voice. Through a review of a lot
of literatures, this study proposed a series of research hypotheses including the direct
effect of narcissistic leadership on the voice, the mediator mechanism of organizational
justice between narcissistic leadership and voice., the difference of the effect of
narcissistic leadership on voice in different environment while the trust in management
as a moderator.
In order to verify the research hypothesis, this study adopted a questionnaire
survey. This study started from the perspective of employees evaluating their leaders
and employees’ self-assessment, it distributed electronic questionnaires to employees
of different levels in different companies and 257 valid questionnaires were collected.
The scales had good reliability and validity by using SPSS, also, it passed the common
method biases test to ensure the validity of the data. Then the statistical method of
regression analysis was used to test the hypotheses of the study.
The results of empirical research revealed the relationship between narcissistic
leadership and voice. The results showed that narcissistic leadership negatively and
significantly influenced the voice; and narcissistic leadership influenced the voice
through organizational justice as a mediator. When employees had high levels of trust
in management, the negative effect of narcissistic leadership on voice was greatly
weakened or even disappeared. When employees’ trust in management was low, the
narcissistic leadership tended to inspire employees’ voice behavior. In addition, the
narcissistic leadership had different effects on the two dimensions of the employees’
voice behavior, promotive voice and prohibitive voice.
Therefore, in order to weaken the negative effects of narcissistic leadership on
voice and promote the development of the companies, the enterprises can choose to
employ managers with low narcissism tendencies and improve the systems of
employees’ voice behavior, they should provide accurate and comprehensive
哈尔滨工业大学管理学硕士学位论文
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information while making decisions. At the same time, they can hold
leadership-employee role exchange activities and develop leadership-employee
matching systems. These results of the study help to improve the employees’ voice
behavior, they have strong theoretical and practical significance.
Keywords: organizational justice, narcissistic leadership, voice, trust in management
哈尔滨工业大学管理学硕士学位论文
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目录
摘要 ....... I
ABSTRACT ......... II
第1章 绪论 .... 1
1.1 研究背景及问题提出 ....... 1
1.2 研究目的与意义 ... 2
1.2.1 研究目的 ......... 2
1.2.2 研究意义 ......... 2
1.3 国内外文献综述 ... 4
1.3.1 自恋型领导相关研究综述 ..... 4
1.3.2 员工建言行为相关研究综述 . 5
1.3.3 组织公平相关研究综述 ......... 7
1.3.4 对管理层的信任相关研究综述 ......... 8
1.3.5 综合评述 ......... 9
1.4 研究内容和技术路线 ..... 11
1.4.1 研究内容 ....... 11
1.4.2 研究方法及技术路线 ........... 11
第2章 自恋型领导与员工建言行为的关系模型与研究设计 .......... 13
2.1 理论基础 . 13
2.1.1 社会交换理论 ........... 13
2.1.2 社会认知理论 ........... 13
2.2 研究假设与理论模型构建 ......... 13
2.2.1 自恋型领导与员工建言行为的关系 ........... 13
2.2.2 自恋型领导与组织公平的关系 ....... 14
2.2.3 组织公平与员工建言行为的关系 ... 15
2.2.4 组织公平的中介作用 ........... 15
2.2.5 对管理层的信任的调节作用 ........... 16
2.2.6 理论模型构建 ........... 17
2.3 研究设计 . 17
2.3.1 变量测量 ....... 17
2.3.2 样本构成 ....... 19
2.3.3 变量的信度和效度检验 ....... 21。