The Relationships Among Employee Voice, Perceptions Of Organizational Commitment, Performance Evaluation

Employee voice means employee actively put forward constructive and innovative opinions and point out existing problems to superior. Voice can promote organizational development, improve organizational performance, so organization actively to listen to voice and motivate employees to expression different opinions. However, due to employee voice existing risk and uncertainty, most employees may choose silence for self protection. Organization into the plight of voice is very important, but employees are not willing to voice. The dilemma provides a realistic background for us to study voice impact on performance evaluation.Through theoretical review, we found that most of past research focus on the reason of voice, and the result of voice research is relatively little. Therefore, from the perspective of cognitive theory, we discuss the relationship between voice and performance evaluation, and explore mediated role of perceptions of organizational commitment between and moderated role of superior reflection ability. In a survey-based of188employee nested within56workgroups, Using SPSS, AMOS and HLM, we found the following conclusions:(1)Voice, both promotive voice and prohibitive voice can positively predict performance evaluation; compared with promotive voice, the relationship between prohibitive voice and performance evaluation is more closely.(2)Perceptions of organizational commitment mediate the relationship between voice (both promotive voice and prohibitive voice) and performance evaluation; in the three dimensions of perception of organizational commitment, perception of emotional commitment mediated role is relative maximum.(3) Superior reflection ability moderate the relationship between voice and perceptions of organizational commitment positively.Possible innovations:(1)From the perspective of social cognitive theory, put forward the theoretical model of the relationship between voice and performance evaluation;(2)Introduce perception of organizational commitment as mediate variable;(3) Introduce superior reflection ability as moderate variable.(4) Using the matching between superior and subordinate data across a level study.