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首页> 外文期刊>The International Journal of Productivity and performance management >The role of approach and avoidance motivation in employee voice: The moderating effect of ostracism and contingent self-esteem
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The role of approach and avoidance motivation in employee voice: The moderating effect of ostracism and contingent self-esteem

机译：进场和回避动机在员工言语中的作用：排斥和临时自尊的调节作用

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Purpose - The purpose of this paper is to develop a model of the processes through which approach and avoidance motivation influence constructive and defensive voice behavior, with the moderating role of workplace ostracism and contingent self-esteem. Design/methodology/approach - The paper is conceptual and quantitative study should be conducted to explore the propositions proposed in this paper. Findings - This paper proposes that approach motivation is positively related to constructive voice while avoidance motivation is positively related to defensive voice. In addition, workplace ostracism and contingent self-esteem/importance of performance to self-esteem (IPSE) are examined as two moderators of the motivation-voice behavior relationship. Practical implications - By understanding employees' different motives underpinning the voice behavior explained in this paper, it may be easier for management to take measures to facilitate constructive voice and abate defensive voice. Organizations may wish to formulate policies and regulations and to foster a climate to prevent ostracism from happening. Programs designed to develop employees with high IPSE may be implemented. Originality/value - Most of empirical work on voice has focussed on employee voice behaviors with positive attributes. This paper adopts approach and avoidance motivation as two antecedents, and grounded in self-regulation theory, exploring both positive and negative types of voice behavior. This paper also examines how negative interpersonal behavior such as ostracism affects voice behavior, and provide insights on upside of contingent self-esteem.
机译：目的-本文的目的是建立一个过程模型，通过该模型，方法和回避动机会影响建设性和防御性的语音行为，并具有工作场所排斥和或然自尊的调节作用。设计/方法/方法-本文是概念性的，应进行定量研究以探索本文提出的建议。调查结果-本文提出，进场动机与建设性声音正相关，而回避动机与防御性声音正相关。此外，工作场所的排斥和或然的自尊/绩效对自尊的重要性（IPSE）也作为动机-声音行为关系的两个调节因素进行了研究。实际意义-通过理解员工在本文中说明的话音行为的不同动机，管理层可以更容易地采取措施来促进建设性话语和减轻防御性话语权。组织不妨制定政策和法规，并营造一种气氛，以防止排斥现象的发生。可以实施旨在培养具有较高IPSE的员工的计划。原创性/价值-关于语音的大多数经验工作都集中在具有积极属性的员工语音行为上。本文采用方法和回避动机作为两个先决条件，并以自我调节理论为基础，探究语音行为的正面和负面两种类型。本文还研究了负面的人际交往行为（例如排斥）如何影响声音行为，并提供了关于偶然自尊的看法。

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