The recently recognized core construct of employee voice has been demonstrated to be related to various out-comes.However,to date,the impact of employee voice over time and on important employee well-being has been ra...The recently recognized core construct of employee voice has been demonstrated to be related to various out-comes.However,to date,the impact of employee voice over time and on important employee well-being has been rarely tested.In the present research,we studied in particular how employee voice behavior is related to psycho-logical well-being.Employing the theory of self-determination,we developed three hypotheses pertinent to this relationship,including the mediating role of authentic self-expression and the moderating role of collectivist orientation.We tested our hypotheses using data from 217 employees in China' Mainland over two time periods.As we hypothesized,we found positive relationships between the employee voice and psychological well-being.Our results also verified that these relationships are fully mediated by authentic self-expression and partially moderated by collectivist orientation.展开更多
This study aims to examine the effect of transformational leadership on employee voice behavior. Specifically, this study investigates the mediating role of positive affect in linking sformational leadership with voic...This study aims to examine the effect of transformational leadership on employee voice behavior. Specifically, this study investigates the mediating role of positive affect in linking sformational leadership with voice and the moderating role of over-qualification in influencing the mediation of positive affect. In particular, a twowave survey was con ducted. A sample of 271 participa nts complete a questionnaire measuring tran sformati on al leadership, positive affect and various demographic variables in the first wave. Then, they complete a second questionnaire measuring perceived over-qualification and voice behavior 2 weeks later. We conduct a series of multiple regression analyses to test the model. The results show that positive affect partially mediated the relationship between transformational leadership and employee voice behavior. Over-qualification moderated the relationship between positive affect and voice. In addition, moderated mediation analyses reveal that positive affect mediates the relationship between transformational leadership and voice only for highly over-qualified employees. This study investigates a new method linking transformational leadership and voice from an affective perspective by finding the mediating effect of positive affect. We also verify the role of "energized to" process in shaping proactive behaviors. Finally, this study examines the boundary conditions of the effect of positive affect on voice.展开更多
基金supported by MOE(Ministry of Education in China)Project of Humanities and Social Sciences,Grant No.19YJC630190the Fundamental Research Funds for the Central Universities,Grant No.1203-413000068/2020AI010.
文摘The recently recognized core construct of employee voice has been demonstrated to be related to various out-comes.However,to date,the impact of employee voice over time and on important employee well-being has been rarely tested.In the present research,we studied in particular how employee voice behavior is related to psycho-logical well-being.Employing the theory of self-determination,we developed three hypotheses pertinent to this relationship,including the mediating role of authentic self-expression and the moderating role of collectivist orientation.We tested our hypotheses using data from 217 employees in China' Mainland over two time periods.As we hypothesized,we found positive relationships between the employee voice and psychological well-being.Our results also verified that these relationships are fully mediated by authentic self-expression and partially moderated by collectivist orientation.
文摘This study aims to examine the effect of transformational leadership on employee voice behavior. Specifically, this study investigates the mediating role of positive affect in linking sformational leadership with voice and the moderating role of over-qualification in influencing the mediation of positive affect. In particular, a twowave survey was con ducted. A sample of 271 participa nts complete a questionnaire measuring tran sformati on al leadership, positive affect and various demographic variables in the first wave. Then, they complete a second questionnaire measuring perceived over-qualification and voice behavior 2 weeks later. We conduct a series of multiple regression analyses to test the model. The results show that positive affect partially mediated the relationship between transformational leadership and employee voice behavior. Over-qualification moderated the relationship between positive affect and voice. In addition, moderated mediation analyses reveal that positive affect mediates the relationship between transformational leadership and voice only for highly over-qualified employees. This study investigates a new method linking transformational leadership and voice from an affective perspective by finding the mediating effect of positive affect. We also verify the role of "energized to" process in shaping proactive behaviors. Finally, this study examines the boundary conditions of the effect of positive affect on voice.
