| As enterprise operating environment become complex and changeful increasingly, the uncertainty of external environment has improved, rely on managers only has unable to solve the all problems, and fully arouse employee’s motivation and then encourage employees to voice is important for organizational innovation and change. However, due to the risk, a lot of employees are reticent even if they know more about it. But is voice really bringing the interests of the loss? Review the study about the relationship between voice and performance evaluation, it will find the opposited study provideing a direction for this paper, Moreover, because the voice involves the interaction between the leader-member relation, and the superior leaders have occupied the absoulution dominant role in this interaction, their value concept will affect employees’behavior, and it’s necessary to find that what is the leader’s value to influence the relationship about voice and performance evaluation?Therefore, based on the theory of impression management, in order to explore the relationship between voice behavior, power distance, performance orientation and performance evaluation. By57group questionnaires, and using HLM, SPSS, AMOS statistics software for data analysis, the main research conclusions:(1)employees voice behavior, whether is promotive voice or orprohibitive voice, it has a positive influence on the performance evaluation;(2)compared with promotive voice, orprohibitive voice behaviors have more positive effects on the performance evaluation;(3)the power distance of leadership is Negative regulation the relationship between the voice and the performance evalution, and performance orientation of is opposited.The main innovation points:(1)from the perspective of leadership individual values to explore;(2)from the impression management, the implicit leadership and rational expectations theory to enrich the research;(3)using the Hierarchical Linear Model to enrich the research method. |
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