Research On Constructing The Dual-Path Impact Of Work Stressors On Voice Behavior And Empirical Studies

Increasingly fierce market competition environment requires enterprises' leaders to identify any possible opportunities that are beneficial for organizational development and do their best to find organizational problems.However,it is impossible for enterprises' leaders to acknowledge all the information in terms of organizational operation and development.Therefore,enterprises' leaders need employees' suggestions to acquire comprehensive information and make the right organizational development strategy.As fostering ideas that are useful for organizations requires employees to engage plenty of efforts and employees' suggestions may not be valued by leaders,employees are reluctant to speak out their helpful ideas.Specifically,to cope with rapidly changing market environment enterprises require employees to complete tasks within a short time.This causes employees to experience high work stress and means that they do not have enough personal resource to think about the problems existing in current organization and find ideas for organizational development as a result.Hence,it is necessary for enterprises to clarify the relationship between work stressor and voice behavior and adopt reasonable resource allocation to motivate employees in the face of work stress to engage in voice behavior.This study constructs a research model focusing on the effect of challenge-hindrance stressors on voice behavior using conservation of resource theory,social exchange theory and reversal theory.Based on previous literature,this study first defines core constructs and describes measurements of these constructs including challenge stressor,hindrance stressor,voice behavior,construal level,employees-organization exchange orientation,felt obligation for constructive change,rumination,emotional resistance to change and humble leadership.Then,this study elaborates theoretical basis including conservation of resource theory,social exchange theory and reversal theory.By these theoretical bases,this study constructs research model and proposes a serial of research hypotheses.It mainly includes three hypotheses groups.The first is proposing the moderating role of construal level and employee-organization exchange orientation on the relationship between challenge-hindrance stressor and voice behavior as well as the moderating effect of employee-organization exchange orientation on construal level's moderating effect on the relationship between two types of work stressor and voice behavior.The second is constructing a two-stage moderated mediation model that is mediated by felt obligation for constructive change and moderated by employees-organization exchange orientation and rumination.The second is constructing a two-stage moderated mediation model that is mediated by emotional resistance to change and moderated by employees-organization exchange orientation and humble leadership.This study adopts open-ended survey,semi-structured interviews and supervisor-subordinate questionnaire survey and collects 83,22 and 610 valid data respectively.Using the methods of open-ended survey and semi-structured interviews,this study conducts inductive analysis.By the inductive analysis this study concludes the impact factors of voice behavior and analyzes our theoretical model using bottom-up approach.This study then examines the hypotheses using supervisor-subordinate matched questionnaire survey.In the open-ended survey,this study obtains valid data from 83 employees and extracts 215 items that can promote and inhibit voice behavior.Finally,this study obtains 10 impact factors of voice behavior including pro-organization motivation,the content and related features of voice behavior and the value/cost perception of voice behavior and so on.By semi-structured interviews,this study obtains 22 valid data and confirms that this 10 impact factors are valid enough for our analysis.The inductive analysis help s understand the phenomenon of voice behavior.Using frequency analysis and theoretical derivation,this study analyzes the effect of work stressor on voice behavior from four aspects such as organizational construction desire,the value/cost perception of voice behavior,preparation for voice behavior and the content of voice behavior.This study collected two-round data including 610 valid data through questionnaire survey.373 data are from the sample 1 and 237 are from the sample 2.This study tests the hypotheses using cross-level analysis and regression analysis.Results of empirical analysis reveal the mechanism on the impact of challenge-hindrance stressor on voice behavior.Under conditions of low-level employees-organization exchange orientation and high-level construal level,the effect of challenge stressor on voice behavior is positive.Under conditions of low-level employees-organization exchange orientation and low-level construal level,the effect of challenge stressor on voice behavior is negative.The negative effect of hindrance stressor on voice behavior can be enhanced by employees-organization exchange orientation.Under high-level employees-organization exchange orientation and low-level rumination,challenge-hindrance stressor has negative effect on voice behavior through felt obligation for constructive change.Under low-level employees-organization exchange orientation and low-level rumination,hindrance stressor has positive effect on voice behavior through felt obligation for constructive change.Under high-level employees-organization exchange orientation and high-level humble leadership or low-level employees-organization exchange orientation and low-level humble leadership,challenge stressor can influence voice behavior in a U-shaped way through emotional resistance to change.Under low-level employees-organization exchange orientation and high-level humble leadership or high-level employees-organization exchange orientation and low-level humble leadership,challenge stressor can influence voice behavior in an inverted U-shaped way through emotional resistance to change.Under high-level humble leadership,hindrance stressor can influence voice behavior in a U-shaped way through emotional resistance to change.Under low-level humble leadership,hindrance stressor can influence voice behavior in an inverted U-shaped way through emotional resistance to change.Based on these findings,this study discusses the cognitive training strategy for improving voice behavior,the principle of allocating job demand and principles of allocating job demand and the cultivation of self-interest oriented collectivism culture,as well as the cultivation and application principle of humble leadership.These suggestions can provide theoretical basis and practical guidance for buffering the negative effect of work stress as well as improving employees' voice behavior.