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Manager openness to improvement-oriented employee voice: A study searching for keys to unlock the manager's door.

机译：经理对改进型员工的声音持开放态度：这项研究正在寻找开锁经理门的钥匙。

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摘要

This quantitative study furthers the research in employee voice and issue selling. Mid-level managers are key players in determining if employees will share improvement oriented (I-O) ideas and would typically be the ones to sell those ideas to upper management. Thus, the purpose of this study was to determine if a climate for psychological safety and a climate of silence affected mid-level managers' openness employees' I-O ideas and their willingness to sell employees' such ideas upwards. In addition, it was predicted that managers' level of psychological safety would mediate the relationship between managers' perception of a climate of silence and their openness and willingness to sell. Survey questionnaires were administered to managers and employees within social service and government agencies. The findings of this study supported the prediction that managers' perceptions of a climate for psychological safety and a climate of silence would affect their willingness to sell employees' ideas. In particular, the climate of silence variable -- supervisor openness -- strongly predicted managers' willingness to sell. However, the same climate perceptions only moderately affected managers' openness to voice. In addition, tenure in position and tenure in organization seemed to decrease managers' openness, whereas managers' level of education had the opposite effect. Managers' willingness to sell was positively affected by age, yet was negatively related to education level. Psychological safety did not act as a mediator in this study. There are a number of implications of this study for organizations. Managers' willingness to sell employees' ideas is strongly influenced by climate. Thus, if organizations create a safe climate for managers by demonstrating openness from the top of the organization downward, managers may be more likely to sell employees' ideas for improvement. Hiring managers with higher education could increase the number of managers in an organization who appear open to ideas. However, highly educated managers may need more encouragement to sell employees ideas compared to those with less education. Finally, as managers remain in organizations and in their positions, their openness to employee voice may decrease.
机译：这项定量研究进一步研究了员工的声音和发行问题。中层管理人员是确定员工是否会分享面向改进（I-O）的想法的关键角色，通常会把这些想法卖给高层管理人员。因此，本研究的目的是确定心理安全气氛和沉默气氛是否影响了中层管理人员的开放性员工的I-O想法以及他们向上推销员工的此类想法的意愿。此外，据预测，管理者的心理安全水平将介导管理者对沉默气氛的感知与他们的开放性和出售意愿之间的关系。向社会服务机构和政府机构内的管理人员和员工发放了调查问卷。这项研究的发现支持了这样的预测：管理者对心理安全氛围和沉默氛围的理解会影响他们出售员工想法的意愿。特别是，沉默气氛的变化-主管的开放度-强烈预测了经理的出售意愿。但是，相同的气候看法只会适度影响经理人的声音开放度。此外，职位任期和组织任期似乎降低了管理者的开放性，而管理者的教育水平则产生相反的作用。经理的出售意愿受到年龄的积极影响，但与受教育程度负相关。心理安全性并未在本研究中充当中介。这项研究对组织有很多影响。经理们出售员工想法的意愿受到气候的强烈影响。因此，如果组织通过从组织顶部向下展示开放性来为经理创造安全的氛围，则经理可能更有可能出售员工的想法以进行改进。雇用受过高等教育的管理人员可能会增加组织中对思想开放的管理人员的数量。但是，与受教育程度较低的管理人员相比，受过良好教育的管理人员可能需要更多鼓励来推销员工的想法。最后，由于经理留在组织中和职位上，他们对员工声音的开放度可能会下降。

著录项

  • 作者

    Kopald, Seth W.;

  • 作者单位

    Capella University.;

  • 授予单位 Capella University.;
  • 学科 Business Administration Management.;Sociology Organizational.;Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2012
  • 页码 165 p.
  • 总页数 165
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

  • 入库时间 2022-08-17 11:43:18

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