A Study On The Influence Mechanism Of Self-efficacy, Goal Orientation, And Work Motivation To Employee Voice

Reality comes right away at present, the personal resources of managers such as time and energy are not enough to acquire adequate information to respond to a rapidly changing environment. They will fell ability not equal to their ambition a certain extent when dealing with these environmental challenges, and will meet a certain amount of challenge in the decision making. As a result, more and more organizations begin to realize the importance of employee participation in decision-making and improving employee initiative. As a kind of initiative participation behavior challenging the status quo, employee voice behavior has been regarded as the important source of organizational innovation and achieving competitive advantage. This article selects self-efficacy and goal orientation which are the important content of the cognitive factors, and employee work motivation as influencing factors of employee voice to analyze; and and explores the intermediary role of work motivation in the process of self-efficacy and goal orientation affecting employee voice.At first, based on the previous research, this article conducts a exploratory research on the multidimensional structure of work motivation for more detailed and fully studying its influence on employee voice behavior. We get seven dimensions of work motivation:power and status, learning promotion, self-actualization, and job control, material rewards, others evaluation and benign relations.Secondly, using the correlation analysis and regression analysis, this paper explores among self-efficacy, three dimensions of goal orientation, seven dimensions of work motivation and two dimensions of employee voice behavior. And the results are:(1) Self-efficacy has significantly positive influence on both promotive voice behavior and prohibitive voice behavior. In all dimensions of goal orientation, learning orientation and confirming orientation significantly positive affect both two kinds of employee voice behavior; shunning orientation have significant negative effects on promotive voice behavior and prohibitive voice behavior. The material reward dimension of work motivation only significantly positivly affects the prohibitive voice behavior; the influence of evaluation from others on either promotive voice or prohibitive voice is not significant; the benign relations motivation has significantly positive influence on both two kinds employee voice behavior; the other four dimensions of work motivation all have significantly positive influence on both two recommendations of employee voice.(2) In addition to material reward motivation, self-efficacy respectively has significant positive influence on the other six dimensions of work motivation. Learning orientation has significant positive effects on all the other dimensions of work motivation except the dimension of evaluation from others. Confirming orientation has significant positive influence on all seven dimensions work motivation. Only the material reward, evaluation from others and benign relations which are three dimensions of work motivation are positivly affected by shunning orientation but not the other four.(3) The traditional internal work motivation include power status, learning promotion, self-actualization, and job control which respectively plays a part intermediary role in the the course of self-efficacy, learning orientation and confirming orientation respectivly influencing two kinds of voice behavior. Material rewards motivation partially mediates significantly the respective ralations learning orientation, confirming orientation and prohibitive voice behavior. When shunning orientation affects all two dimensions of employee voice behavior, benign relationship dimension of work motivation plays a part intermediary role significantly.Finally, we use structural equation model to verify the relationships among overall entir variables, and the results shows that self-efficacy and goal orientation not only directly but also through work motivation indirectly significantly positivly influence respectively on employee voice behavior; work motivation plays the significant part intermediary role both in those two processes.