Employee Voice Behaviors Scale 员工建言行为量表（Maynes & Podsakoff，2014）

简介

Maynes和Podsakoff（2014）系统梳理了关于员工建言行为（employee voice behavior）的主要研究和学者们对员工建言行为的定义，认为员工建言行为是对组织现状的积极挑战，包括支持组织做法的进言，也包括带有不好意图的进言，具体包括4个维度。支持性建言行为（supportive voice）是指自愿支持有价值的与工作有关的政策、方案、目标和程序等，或者维护这些政策，当其受到批评时。建设性建言行为（constructive voice）是指自愿进言有利于组织功能变化的思想、信息和意见。防御性建言行为（defensive voice）是指自愿反对改变组织的政策、方案、做法和程序，即使这些改变是有价值的或者改变是必须的。破坏性建言行为（destructive voice）是指自愿进言对工作政策、做法和程序等的伤害性、批判性或贬低意见。

信度与效度

为验证量表的收敛效度、区分效度和理论效度，Maynes和Podsakoff（2014）对美国一所大学的MBA学生进行调查，共收到210份有效问卷。结果表明，支持性建言行为量表、建设性建言行为量表、防御性建言行为量表和破坏性建言行为量表的信度分别为0.89、0.95、0.92、0.93。四因素模型的各项指标为χ²=392.19、df=162、CFI=0.96、IFI=0.96、RMSEA=0.06。

量表

请您根据自己的实际感受和体会，对下面20项描述进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1非常不同意 2不同意 3有点不同意 4不好确定 5有点同意 6同意 7非常同意

1、Defends organizational programs that are worthwhile when others unfairly criticize the programs.
2、Expresses support for productive work procedures when others express uncalled for criticisms of the procedures.
3、Speaks up in support of organizational policies that have merit when others raise unjustified concerns about the policies.
4、Defends useful organizational policies when other employees unfairly criticize the policies.
5、Defends effective work methods when others express invalid criticisms of the methods.
6、Frequently makes suggestions about how to do things iin new or more effective ways at work.
7、Often suggests changes to work projects in order to make them better.
8、Often speaks up with recommendations about how to fix work-related problems.
9、Frequently makes suggestions about how to improve work methods or practices.
10、Regularly proposes ideas for new or more effective work methods.
11、Stubbornly argues against changing work methods, even when the proposed changes have merit.
12、Speaks out against changing work policies, even when making changes would be for the best.
13、Vocally opposes changing how things are done, even when changing is inevitable.
14、Rigidly argues against changing work procedures, even when implementing the changes makes sense.
15、Vocally argues against changing work practices, even when making the changes is necessary.
16、Often bad-mouths the organization’s policies or objectives.
17、Often makes insulting comments about work-related programs or initiatives.
18、Frequently makes overly critical comments regarding how things are done in the organization.
19、Often makes overly critical comments about the organization’s work practices or methods.
20、Harshly criticizes the organization’s policies, even though the criticism is unfounded.

计分方法

员工建言行为量表包括支持性建言行为、建设性建言行为、防御性建言行为和破坏性建言行为量表4个分量表，总共20道题。可以分别计算各自量表所包括题目的总分或平均分，每个分量表包括的题目如下：

支持性建言行为量表：共5道题，包括1-5题。
建设性建言行为量表：共5道题，包括6-10题。
防御性建言行为量表：共5道题，包括11-15题。
破坏性建言行为量表：共5道题，包括16-20题。

量表出处

Maynes, T. D., & Podsakoff, P. M. (2014). Speaking more broadly: An examination of the nature, antecedents, and consequences of an expanded set of employee voice behaviors. Journal of Applied Psychology, 99(1), 87-112.

友情提醒

供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！