The Relationship Of Challenge-Hindrance Stressors And Employee Voice: The Perspective Of Empowerment

With the more and more complex environment in the social, economy and workplace,the employee voice is increasingly important to the organization. Most of the existingresearches focused on the elements of positive circumstance rather than negative one, andmuch less is known about the potential adverse factors to employee voice in the reality.This thesis focused on the negative circumstance, we discussed the effect of the workstressors on employee voice, and what’s more, researched the regulatory effect of thesituational variables both in the individual and team levels.Combined the social exchange theory and the conservation of resource theory, thethesis supposed the relationship between the challenge-hindrance stressor and theemployee voice, and the moderate role the leader empowerment and received autonomywould played. Based on226employee-supervisor matched data from42work teams in15organizations, we constructed the hierarchical linear regression model for employee voiceand received autonomy. The result shows that the challenge stressor promotes employeevoice, while the hindrance stressor has negative effect, and the leader empowerment isbeneficial to employee’s received autonomy, both of them weaken the relationship of workstressors and employee voice: leader empowerment weaken the relationship between bothkind of stressors and employee voice, while autonomy weaken the relationship ofchallenge stressor and voice. The implications to theory and practice were discussed.