Abstract: With the acceleration of economic globalization, the organizational environment of enterprises is undergoing changes, and employees' race, gender, age and other surface diversity Sex and deep diversity of values, interests, skills and job preferences become a prominent feature of the workplace. With the continuous deepening of diversity management research, the focus of research has shifted to inclusion. Perceived inclusion refers to an employment situation in which employees feel that they are (a) fairly implemented employment practices that ensure a level playing field in a work-unit; (b) involved in the mission and task of this unit with respect to their individual talents; and (c) required work together across roles, levels, and demographic boundaries to solve shared problems through participative decision making. Research on perceived inclusion has mainly focused on its positive attitudes and behavioral outcomes, such as organizational commitment and job satisfaction, in-role and extra-role performance. However, there is no research on the direct effect of perceived inclusion on employee voice behavior. Moreover, the mechanism of perceived inclusion on voice behavior is still unclear. In view of this, the present study proposed a parallel mediation model to uncover the underlying mechanism of the relationship between perceived inclusion and employee voice behavior. Drawing on social information processing theory, we hypothesized that perceived inclusion is indirectly related to voice behavior via psychological safety as well as perceived social loafing. To test our hypotheses, we collected a two-wave field data, one month apart from each other, the sample consists of employees from enterprise and public situation located in Xi’an and Guangdong province. Perceived inclusion and perceived loafing are collected in the first wave, and psychological safety and employee voice behavior are studied in the second wave. 816 employees and 331 leaders completed the two-wave survey. We applied bootstrap methods and multilevel structural equation modeling to analyze the data, and we adopted SPSS 21.0 and Mplus7.0 software to do the analysis. The result of data analysis showed that: (1) Perceived inclusion significantly and positively affected psychological safety but negatively affected perceived loafing, psychological safety significantly and positively affected voice behavior, and perceived loafing significantly and negatively affected voice behavior; (2) Psychological safety and perceived loafing both partially mediated the relationship between perceived inclusion and voice behavior. Overall, in order to achieve a systematic and comprehensive understand about perceived inclusion in voice behavior, this study developed a parallel mediation model to examine the underlying mechanism. Our findings were among the first to reveal the relationship between perceived inclusion and employee voice behavior, and to explore the psychological mechanism. Theoretical contributions in this study included several aspects: (a) By investigating the driving factors of employee voice behavior in organizations, our research filled the research gap of employee voice behavior in organization, but also expanded the direction of research on perceived inclusion; (b) By identifying the mediating role of psychological safety and perceived social loafing between the relationship with perceived inclusion and employee voice behavior, our research uncovered the in?uencing path of perceived inclusion on employee voice behavior.

Key words: perceived inclusion, psychological safety, perceived loafing, employee voice behavior

摘要： 基于社会信息加工理论视角，通过对816名员工与其直接上级进行两时间点配对取样，探讨包容型氛围感知对员工建言的影响，以及心理安全感与惰性感知在两者关系中的作用机制。研究结果表明：员工包容型氛围感知对其建言行为起到促进作用，并通过心理安全感与惰性感知间接影响建言行为。研究结果不仅从理论上丰富与拓展了包容型氛围的效应研究，同时对实务界管理员工建言有一定的实践启示。

关键词: 包容型氛围, 心理安全感, 惰性感知, 员工建言行为