Voice Or Not:Power And Power Motive Matters

Confronting with intense competition from the extra world, organizations have nochoice but create continually, which imply calling for better decisions in organization. Inthe purposes of promoting the organization constructively, employees' voice is verynecessary. Scholars have draw attention on these, while have been neglecting effects of thebasic relationship variables, which is power. Basing on previous findings, we consider thatperson's sense of power and his(her) power motives have an impact on voice, but this isstill not confirmed. To make up this gap, we develop three researches. The first, usingquestionnaires sampled form private firms employees and joint ventures employees inYangtze Delta Area, tests the hypothesis preliminary, which makes sure the externalvalidation. The second, sampled form undergraduate and graduate students form SoochowUniversity, try to test hypothesis again. The third, using the new power manipulation firstdeveloped in this thesis, which basing on the special language in our China that is idiom,explore the relationship between three variables in this paper further, which focus on theinternal validation. And the conclusions are following:(1) power has no significant relationship with voice;(2) power motive can predict voice significantly;(3) socialized power motive moderate the relationship between power and voice. Forthe high power, there will be more voice when he(she) has lower socialized power motivethan higher socialized power motive. For the low power, there will be less voice whenhe(she) has lower socialized power motive than higher socialized power motive.(4) peronalized power motive can not moderate the relationship between power andvoice significantly.