Research On Mechanisms Of Employee Voice Behavior Based On Organization Trust

In today’s knowledge economy time, social competition is gradually heating up in thisultra competitive environment. Problems which organizations face has becomingincreasingly complex and dynamic, many management decisions should deal with thehigh degree of uncertainty. In order to gain sustainable competitive advantage in suchcompetitive environment, only relying on the views of the organization managers ormanagement is not enough to resolve organizational issues, more and moreorganizations realize that employees can actively put forward some innovative ideasand important opinions.Voice behavior is that the staff can offer some suggestions about organizationstandardize and operational management processes or methodologies to theirsuperiors or colleagues, or to make some innovative ideas that help organize thedevelopment of continuing operations. It is divided into two parts: the PromotiveVoice behavior and Prohibitive Voice behavior. The studies have already shown thatstaff Voice behavior is affected by many factors, such as individual attitudes,individual characteristics, leadership style, leadership behavior, but these did notreveal all the factors that influence the behavior of staff suggestions. This studyexplore the impact of voice behavior from an inter-organizational trust, theoreticalstudies have shown that trust will have an impact on the staff, but few scholars hasdraw on the staff’s Voice behavior and its dimensions. In order to better reveal therelationship between them, this article from the employee’s point of view, base-on thesocial exchange theory, we will test the relationship between staffs trust theirsuperiors, trust the organization, trust of colleagues and their Voice behavior and itsdimensions, and also we exam the reciprocal influence between the three dimensionsof trust within the organization. First of all, through literature review, after collatingand analyzing the existing staff Voice behavior and trust within the organization, weproposed some hypothesis; Second, drawing on existing research results, we designthe items of the questionnaire and investigate to obtain the required data in this study;Finally, we use descriptive statistics, correlation analysis, regression analysis,multi-level regression analysis to test the relationship between voice behavior.The results show that:(1) our employees’ voice behavior can be divided into twodimensions: Promotive Voice behavior and Prohibitive Voice behavior. Demographic variables in addition to age, work experience, job has no effect on voice behavior;while gender, company nature, and position level have significantly affect on voicebehavior. The level of men’s suggestions is higher than women; the higher positionlevel means the higher level of their suggestions; compare with the state-ownedenterprises, the Voice behavior level is higher then in the foreign-funded enterprisesand private enterprises.(2) Employees trust the superiors, trust the organization, trustthe colleagues have a significant positive correlation with their Voice behavior, whichmeans that the inter-organization trust have a significant effect on the staffs weatherselect offer suggestions.(3) Employees trust their superiors have partly intermediaryeffect on the relationship between employees organization trust, employees trust theircolleges and Voice behavior.