Does High-performance Work System Contribute to Employee's Voice Behaviors: A Mediated Moderation Model

Abstract

Abstract:

This research investigates the effects of high-performance work system (HPWS) on voice behavior (promotive voice and prohibitive voice), as well as the mediating role of organizational perceived support (POS) and moderating role of procedural justice climate (PJC) and interactional justice climate (IJC). Data is collected from 309 full employees in 39 Chinese enterprises. The current study utilizes a cross-sectional questionnaire: information of HPWS from HR managers, and others from employees. The findings are: HPWS is positively related to voice behavior; POS partially mediates the relationships between HPWS and voice behavior; and PJC and IJC moderate the relationships between HPWS and POS; furthermore, the mediated moderation model implies that the moderating role of PJC on the relationship between HPWS and prohibitive voice is fully mediated by POS, and the moderating role of IJC on the relationship between HPWS and promotive voice is fully mediated by POS.

Key words: voice behavior, high-performance work system, interactional justice climate, procedural justice climate, perceived organizational support, mediated moderation

Miao Rentao, Zhou Wenxia, Liu Li, Pan Jingzhou, Liu Jun. Does High-performance Work System Contribute to Employee's Voice Behaviors: A Mediated Moderation Model[J]. , 2015, 27(7): 105-115,126.

References

[1] Morrison E. W. Employee Voice Behavior: Integration and Directions for Future Research[J]. The Academy of Management Annals, 2011,5(1):373-412
[2] Milliken F. J., Morrison E. W., Hewlin P. An Exploratory Study of Employee Silence: Issues that Employees Don't Communicate Upward and Why[J]. Journal of Management Studies, 2003,40(6):1453-1476
[3] Detert J. R., Edmondson A. C. Implicit Voice Theories: Taken-for-granted Rules of Self-censorship at Work[J]. Academy of Management Journal, 2011,54(3):461-488
[4] Van Dyne L., Cummings L., McLean Parks J. Extra-role Behaviors: In Pursuit of Construct and Definitional Clarity (A bridge over Muddied Waters)[J]. Research in Organizational Behavior, 1995,17(2):215-285
[5] Lepine J. A., Van Dyne L. Predicting Voice Behavior in Work Groups[J]. Journal of Applied Psychology, 1998,83(6):853-868
[6] Morrison E. W., Milliken F. J. Organizational Silence: A Barrier to Change and Development in a Pluralistic World[J]. Academy of Management Review, 2000,25(4):706-725
[7] Cortina L. M., Magley V. J. Raising Voice, Risking Retaliation: Events Following Interpersonal Mistreatment in the Workplace[J]. Journal of Occupational Health Psychology, 2003,8(4):247-264
[8] Detert J. R., Burris E. R. Leadership Behavior and Employee Voice: Is the Door Really Open?[J]. Academy of Management Journal, 2007,50(4):869-884
[9] Ng T. W. H., Feldman D. C. Employee Voice Behavior: A Meta-analytic Test of the Conservation of Resources Framework[J]. Journal of Organizational Behavior, 2012,33(2):216-234
[10] Miceli M. P., Near J. P., Dworkin T. M. Whistleblowing in Organizations[M]. New York: Routledge, 2008
[11] Dutton J. E., Ashford S. J., Lawrence K. A., Miner-Rubino K. Red Light, Green Light: Making Sense of the Organizational Context for Issue Selling[J]. Organization Science, 2002,13(4):335-369
[12] Tangirala S., Ramanujam R. Ask and You Shall Hear (But not Always): Examining the Relationship between Manager Consultation and Employee Voice[J]. Personnel Psychology, 2012,65(2):251-282
[13] Liu W., Zhu R. H., Yang Y. K. I Warn You Because I Like You: Voice Behavior, Employee Identifications, and Transformational Leadership[J]. The Leadership Quarterly, 2010,21(1):189-202
[14] 吴隆增,曹昆鹏,陈婉仪,唐贵瑶.变革型领导行为对员工建言行为的影响研究[J]. 管理学报, 2011,8(1):61-80
[15] Burris E. R., Detert J. R., Chiaburu D. S. Quitting before Leaving: The Mediating Effects of Psychological Attachment and Detachment on Voice[J]. Journal of Applied Psychology, 2008,93(4):912-922
[16] Walumbwa F. O., Morrison E. W., Christensen A. L. Ethical Leadership and Group in-role Performance: The Mediating Roles of Group Conscientiousness and Group Voice[J]. The Leadership Quarterly, 2012,23(5):953-964
[17] Liang J., Farh C. I. C., Farh J. L. Psychological Antecedents of Promotive and Prohibitive Voice: A Two-wave Examination[J]. Academy of Management Journal, 2012,55(1):71-92
[18] Morrison E. W., Wheeler-Smith S., Kamdar D. Speaking Up in Groups: A Cross-level Study of Group Voice Climate[J]. Jounal of Applied Psychology, 2011,96(1):183-191
[19] Tangirala S., Ramanujam R. Exploring Nonlinearity in Employee Voice: The Effects of Personal Control and Organizational Identification[J]. Academy of Management Journal, 2008,51(6):1189-1203
[20] Lepine J. A., Van Dyne L. Voice and Cooperative Behavior as Contrasting Forms of Contextual Performance: Evidence of Differential Relationships with Big Five Personality Characteristics and Cognitive Ability[J]. Journal of Applied Psychology, 2001,86(2):326-336
[21] Kish-Gephart J. J., Detert J. R., Trevino L. K., Edmondson A. C. Silenced by Fear: The Nature, Sources, and Consequences of Fear at Work[J]. Research in Organizational Behavior, 2009,29:163-193
[22] 苗仁涛,周文霞,刘军,李天柱.高绩效工作系统对员工行为的影响: 一个社会交换视角及程序公平的调节作用[J]. 南开管理评论, 2013,16(5):38-50
[23] Whiting S. W., Maynes T. D., Podsakoff N. P., Podsakoff P. M. Effects of Message, Source, and Context on Evaluations of Employee Voice Behavior[J]. Journal of Applied Psychology, 2012,97(1):159-182
[24] Pinder C. C., Harlos K. P. Employee Silence: Quiescence and Acquiescence as Responses to Perceived Injustice[J]. Research in Personnel and Human Resource Management, 2001,20:331-369
[25] 苗仁涛,周文霞,李天柱.高绩效工作系统与员工态度: 一个社会交换视角[J]. 管理科学, 2013,26(5):39-49
[26] Bies R. J., Moag J. S. Interactional Justice: Communication Criteria of Fairness[M]//R. J. Lewicki, B. H. Sheppard, M. H. Bazerman (Eds.), Research on Negotiation in Organizations (pp. 43-55). Greenwich, CT: JAI Press, 1986
[27] Takeuchi R., Chen G., Lepak D. P. Through the Looking Glass of a Social System: Cross-level Effects of High-performance Work Systems on Employees' Attitudes[J]. Personnel Psychology, 2009,62(1):1-29
[28] Tsui A. S. Contextualization in Chinese Management Research[J]. Management and Organization Review, 2006,2(1):1-13
[29] Kirkman B. L., Shapiro D. L. The Impact of Cultural Values on Job Satisfacton and Organizational Commitment in Self-Managing Work Teams: The Mediating Role of Employee Resistance[J]. Academy of Management Journal, 2001,44(3):557-569
[30] Chen C. J., Huang J. W. Strategic Human Resource Practices and Innovation Performance——The Mediating Role of Knowledge Management Capacity[J]. Journal of Business Research, 2009,62(1):104-114
[31] Chang P. C., Chen S. J. Crossing the Level of Employee's Performance: HPWS, Affective Commitment, Human Capital, and Employee Job Performance in Professional Service Organizations[J]. The International Journal of Human Resource Management, 2011,22(4):883-901
[32] Kehoe R. R., Wright P. M. The Impact of High-performance Human Resource Practices on Employees' Attitudes and Behaviors[J]. Journal of Management, 2013,39(2):366-391
[33] Van Prooijen J. W., Van Den Bos K., Wlike H. A. M. Group Belongingness and Procedural Justice: Social Inclusion and Exclsion by Peers Affects the Psychology of Voice[J]. Journal of Personality and Social Psychology, 2004,87(1):66-79
[34] 段锦云,田晓明,王先辉,孔瑜.支持性组织氛围对员工建言行为的影响机制及理论基础[J]. 心理科学进展, 2011,(1):13-18
[35] Eisenberger R., Huntington R., Hutchison S., Sowa D. Perceived Organizational Support[J]. Journal of Applied Psychology, 1986,71(3):500-507
[36] Liao H., Toya K., Lepak D. P., Hong Y. Do the See Eye to Eye? Management and Employee Perspectives of High-performance Work Systems and Influence Processes on Service Quality[J]. Journal of Applied Psychology, 2009,94(2):371-391
[37] Zhang Z., Jia M. Using Social Exchange Theory to Predict the Effects of High-performance Human Resource Practices on Corporate Entrepreneurship: Evidence from China[J]. Human Resource Management, 2010,49(4):743-765
[38] George J. M., Brief A. P. Feeling Good-Doing Good: A Conceptual Analysis of the Mood at Work-Organizational Spontaneity Relationship[J]. Psychological Bulletin, 1992,112(2):310-329
[39] Zhou J., George J. M. When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice[J]. Academy of Management Journal, 2001,44(4):682-696
[40] Charbonnier-Voirin A., El Akremi A., Vandenberghe C. A Multilevel Model of Transformational Leadership and Adaptive Performance and the Moderating Role of Climate for Innovation[J]. Group & Organization Management, 2010,35(6):699-726
[41] Miao R. T., Zhou W. X., Xie B. G., Wang B. High-performance Work System, Psychological Capital and Employees' Attitudes: A Chinese Study[C]. In Presentation at the 2014 Academy of Management Annual Meeting Proceedings, Philadelphia, Pennsylvania, USA, 2014
[42] Colquitt J. A. On the Dimensionality of Organizational Justice: A Construct Validation of a Measure[J]. Journal of Applied Psychology, 2001,86(3):386-400
[43] Tsui A. S., Ashford S. J., St Clair L., Xin K. R. Dealing with Discrepant Expectations: Response Strategies and Managerial Effectiveness[J]. Academy of Management Journal, 1995,38(6):1515-1543
[44] Mathieu J. E., Taylor S. R. A Framework for Testing Meso-mediational Relationships in Organizational Behavior[J]. Journal of Organizational Behavior, 2007,28(2):141-172
[45] Aryee S., Law K. High-performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relationship Perspective[J]. Academic of Management Journal, 2007,50(3):558-577