Study Of The Impact Of Job Insecurity On Voice Behavior

Job insecurity and voice behavior are two variables that increasing researchers are paying attention to. Job insecurity reflects the perceptions of employees about the organization and job features. It is defined as the fears that employees lose their jobs and the perceptions employees may feel about the threats which will damage the quality of employment. The other one is a constructional and active organizational citizenship behavior which is based on the employees’identification and commitment to the organizations. However, the research on the relationship between job insecurity and voice behavior is still on the start-up period. This paper takes job insecurity and voice behavior as independent variable and dependent variable separately. We try to explore the relationship between them. Synchronously, we analyze the mediate effect of organizational commitment and the moderate effect of procedural justice in the relationship between job insecurity and voice behavior.This paper has three parts. The first one is literature review and we develop our theoretical model and hypotheses. After that, we gave out240questionnaires and209effective ones are collected. Spss is used to analyze the data. Based on the results, we test and verify the hypotheses. We will show the results and have discussion about them. Finally, the shortages are summarized and some suggestions about the future research are given. The results are showed as followed:(1) The variable of Job Insecurity has a two-dimensional structure. It includes Quantitative Insecurity and Qualitative Insecurity. Besides, the two-dimensional structure of voice behavior is also valid. It includes Promotive Behavior and Prohibitive Behavior.(2) Quantitative Insecurity and Qualitative Insecurity are both significantly related to Promotive Behavior and Prohibitive Behavior separately. It means, in the situation of China, the employees’perception of job insecurity will decrease the level of their voice behavior.(3) Organizational commitment is significantly related to voice behavior. It means, in the situation of China, employees’ affection involvement, responsibilities and obligations will increase the level of voice behavior. Besides, in order to protect their own benefits, employees will increase their level of Prohibitive Behavior.(4) Organizational commitment moderates the relationship between job insecurity and voice behavior. It means job insecurity affects voice behavior through organizational commitment. Organizational commitment is decreased by job insecurity, and then, it also decreases the level of employees’ voice behavior.(5) Procedural justice mediates the relationship between job insecurity and voice behavior.