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摘 要
当今社会经济高度发展，企业面临的竞争环境愈加激烈。如何在激烈的经济
竞争中获得优势已经成为企业日益关注的问题。员工建言行为作为一种角色外行
为，能够改善工作流程，提高组织效能及组织绩效，并在激发员工创新，提高企
业创新能力等方面发挥重要作用。领导风格是一种重要的情境因素，对员工建言
行为有很好的预测作用。真诚领导作为一种新型领导风格，其与员工建言行为的
关系研究尚停留在理论探索阶段，实证研究较少。

本文首先对真诚领导、员工信任及员工建言行为的相关理论和文献进行综述，
分析真诚领导与员工建言行为的联系。接下来就真诚领导对员工建言行为的影响
进行机理分析，构建本文的理论模型，并提出研究假设。同时编制调查问卷，通
过初试对问卷进行修正，得到正式问卷。然后运用信度和效度分析、相关分析及
回归分析等方法对量表和研究假设进行验证。研究结果表明，不同个体因素和企
业因素对真诚领导、员工信任和员工建言行为具有不同影响。真诚领导对员工建
言行为有显著正向影响，员工信任在真诚领导与员工建言行为间起部分中介作用。

真诚领导中关系透明、内化道德观及信息平衡处理对促进性建言行为有显著正向
影响，对员工信任有正向影响；员工信任对促进性建言行为有正向影响，并分别
在关系透明、内化道德观、信息平衡处理和促进性建言行为中起中介作用。真诚
领导中自我意识、内化道德观及信息平衡处理对抑制性建言行为有显著正向影响，
对员工信任有显著正向影响；员工信任对抑制性建言行为有正向影响，并分别在
自我意识、信息平衡处理、内化道德观与抑制性建言行为间起中介作用。

针对研究结论，本文从营造建言氛围、提升员工信任水平等角度为管理者提
出针对性建议，进而改善员工建言行为状况，提高组织绩效。

关键词：真诚领导；员工信任；员工建言行为；组织绩效硕士学位论文
III
Abstract
With the development of society and economy, enterprises are facing increasingly
fierce competition. How to gain advantages in the severe competition has been getting
increased attention. Employees’ voice behavior is an extra-role behavior. It can not
only improve the working process, organizational effectiveness and performance, but
also play an important role in improving employees’ creativity and innovative ability
of enterprises. Leadership style is a kind of importantly contextual factors which can
well predict the employees’ voice behavior. Authentic leadership is a new style of
leadership. The relationship between authentic leadership and employees’ voice
behavior is still in the exploratory stage, and it lacks of systematically empirical
research.
This paper firstly makes a review of relevant theories and literatures of authentic
leadership, employees’ trust in leader and employees’ voice behavior and analyze the
relationship between them. Next, we study the influences of authentic leadership on
employees’ voice behavior and put forward the theoretical model and hypotheses.
Meanwhile, we compile questionnaires and revise them by preliminary test to obtain
the formal questionnaires. We then test the questionnaires and examine research
hypotheses through validity and reliability analysis, correlation analysis, regression
analysis and so on. The results show that individual factors and corporate factors have
different influences on authentic leadership, employees’ trust and employees’ voice
behavior. Authentic leadership has a significant and positive impact on employees’
voice behavior. Employee’s trust plays a partially intermediary role between authentic
leadership and employees’ voice behavior. Authentic leadership that consists of
relational transparency, internalized moral perspective, balanced processing has a
significant and positive impact on promotive voice behavior and has a positive
influence on employee trust. Employees’ trust has a significant and positive impact on
promotive voice behavior, and has a mediating effect on relational transparency,
internalized moral perspective, balanced processing and employees’ promotive voice
behavior. Authentic leadership that consists of self-awareness, internalized moral
perspective, balanced processing has a significant and positive impact on prohibitive
voice behavior, and has a positive influence on employee trust. Employees’ trust has a
significant and positive impact on prohibitive voice behavior and has a mediating