Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Faculty of Business | en_US |
| dc.contributor.advisor | 黄旭 (MM) | - |
| dc.creator | 朱国清 | - |
| dc.creator | Zhu, Guoqing | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/8367 | - |
| dc.language | Chinese | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | 领导评价对员工再次建言的影响 | en_US |
| dc.title | Ling dao ping jia dui yuan gong zai ci jian yan de ying xiang | en_US |
| dcterms.abstract | 本次研究采用了Liang et al. 2012对建言的定义，把建言分成了促进式建言和抑制式建言，研究领导对员工评价如何调节不同建言类型(促进式建言、抑制式建言)对员工感知到的领导信任和领导支持的影响，同时进一步研究再次建言和之前建言的相互关系。通过对中国大陆一个综合性的传媒公司的员工进行时隔一个月的两次问卷调查，调查了215个人组成的42个团队，利用混合模型计算，基于归因理论和强化理论，研究了在领导对员工评价调节下不同建言类型所带来的员工对领导信任和领导支持的不同感受，本研究是建言领域的研究中，第一次研究促进式建言和抑制式建言的建言后果，我们研究的结果发现，促进式建言对再次建言有很强的促进作用，就是说如果员工做促进式建言，他能够感知到更多的领导信任，这样会让员工有更多的建言。本论文研究结果对建言研究理论的发展有重大的贡献，同时对管理者如何能够更好的建设一个有利于建言的团队氛围也非常有帮助。同时我们也发现，虽然我们之前有些假设得不到验证，例如，关于抑制式建言的一些假设，虽然抑制式建言不一定和再次建言有任何关系，但我们可以肯定的是，促进式建言是肯走能够得到领导更多的信任，也就是说两种不同的建言确实会有不同的结果，这也是一个重要的发现，对未来的理论研究和管理应用都有很好的促进作用。 | en_US |
| dcterms.alternative | Effect of supervisor's evaluation on employee voice in future | - |
| dcterms.extent | 121 pages | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2015 | en_US |
| dcterms.educationalLevel | All Doctorate | en_US |
| dcterms.educationalLevel | D.Mgt. | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.LCSH | Supervision of employees | en_US |
| dcterms.LCSH | Communication in industrial relations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b28563736.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 665.98 kB | Adobe PDF | View/Open |
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