The Influence Of Overall Justice Perceptions On Employee Voice Behavior

With the acceleration of global competition and innovation,the environments that organizations face are changing dramatically.In order to adapt to the changes,organizations are becoming increasingly aware that they must expand knowledge foundation rather than only rely on scale economies Effect to gain greater competitive advantages.They are becoming dependent on grass-roots as the source of constructive suggestions and ideas more and more.Therefore,Studies on employee voice behavior catch more and more attention both in theory and practice.Study on how to promote employee voice in organizations is very necessary.However,there are some weaknesses in existing studies.Overall justice percptions are the most important context and experience which are easy to be observed by employees.Overall justice perceptions not only can motivate employees to reward their supervisors or organizations,but also can reduce the risks and uncertainties in organizations.Therefore,overall justice perceptions are the important factors contributing to employee voice.However,there are also some weaknesses in the few studies concerning the relationship between organizational justice and employee voice.First,some of these studies only research on the influence of a certain type of justice on employee voice.In fact,more and more scholars have recognized that employees' behaviors are driven by the perceptions of overall justice,so the focus on different types of justice is not consistent with the principles of the true cognition,attitude and reactions toward fair events.It also cannot completely reflect how the individuals form and use justice judgment.Compared with the specific dimensions of fairness,overall justice perceptions are more accurate in the workplace;Secondly,the analysis on the influential mechanisms of the justice is imperfect in existing researches.Very few studies have introduced mediators to open the "black box" of the influence of justice perceptions on employee voice.Furthermore,in most of the literatures,the dominant theory to analyze the mechanism of the influence is the social exchange theory.However,this theory is not the only way through which the justice influences voice behavior.Fairness heuristic theory and its extension theory need to be used to analyze another mechanism of the influence of justice on voice behavior;Thirdly,many of the existing studies neglect the different functions of the different types of trust plays in the relationships between the justice and the outcome variables,so it remains unclear which type of the trust is associated with justice,how different types of trust contribute differently to different types of employee voice,and which type of trust mediates the relationships between overall justice perceptions and employee voice;Fourthly,very few studies have explored the boundary problem between the social exchange variables and employee voice behavior,such as justice and trust.Scholars think that the studies on employee attitudes and OCB are not complete without including the role perceptions.Van Dyne(2008)also recommends that future research should analyze how role breadth perception moderates the relationship between social exchange variables and employee voice.In order to solve these problems,this paper integrates the new theories in organizational justice research and theories of employee voice and attempts to reveal the influence of overall justice perceptions on employee voice behavior more completely by combining social exchange theory,fairness heuristic theory and its extension theory.This paper transcends the previous researches which only rely on social exchange theory as the dominant theory to some extent;In addition,this paper also explores how different types of trust contribute differently to different types of employee voice and which type of trust mediates the relationships between overall justice perceptions and employee voice;Finally,this paper also explores the moderating effect of role breadth perception in the relationship between employees' trust in supervisors and employee voice behavior.Based on domestic and international research results,this paper analyzes those problems by combing theory research and empirical research.This paper employs large sample survey methods and takes mathematical statistics and regression model as analysis tools.The results show that:(1)Overall justice perceptions are positively related to both promotive voice and prohibitive voice.(2)For promotive voice,employees' affect-based trust in supervisors is positively related to promotive voice;however,there is a nonsignificant relationship between employees' cognition-based trust in supervisors and promotive voice.For prohibitive voice,employees' affect-based trust in supervisor is positively related to prohibitive voice;however,employees' cognition-based trust in supervisors is negatively related to prohibitive voice.(3)Overall justice perceptions are positively related to employees'affect-based/cognition-based trust in supervisors.(4)Employees' affect-based trust in supervisors mediates the relationships between overall justice perceptions and promotive/prohibitive voice;however,employees' cognition-based trust in supervisor doesn't mediate the relationships between overall justice perceptions and promotive/prohibitive voice.(5)Role breadth perception moderates the relationships between employees' affect-based trust in supervisors and promotive/prohibitive voice.