The Empirical Research Of Voice Behavior In China Organization Situation

Voice behavior as a scientific conception was proposed in Hirschman’s exit-voice-loyalty model at theearliest. It is a hot topics from extra-role behavior perspective in academic circles at the moment.Considering previous research, we insist voice behavior is a interpersonal behavior that employees giveadvices and express worries to the organization in order to improving current situation and avoidingnegative factor. There are three researches in our article. We discuss the discrepancies of voice behavior ondemographic variables in research one. The mediating effect of voice behavior in the relationship betweencore self-evaluation and job performance is examined in research two, and whether managerial opennesscould moderate the relationship between core self-evaluation and voice behavior is examined in researchthree. The conclusions are as follows:(1) Voice behavior exists discrepancies on education background and position but not on otherdemographic variables. Promotive voice exists discrepancies on position but not on other demographicvariables. Prohibitive voice exists discrepancies on education background、position and the nature oforganization but not on other demographic variables.(2) There is part mediating effect of voice behavior in the relationship between core self-evaluationand job performance.(3) Managerial openness could negatively moderate the relationship between self-evaluation andvoice behaviorIn the end, we discuss the innovations、limitations and future research of our research.