High-commitment Working System And Voice Behavior In Public Sector

As a significant management practice in strategic human resource managementfield, high-commitment working system is drawing the attention of an increasingnumber of researchers. The system creates an aura in which employees demonstratecomparatively higher commitment to the organization, and it manages to improveindividual and organizational performance by shaping the psychological interactionbetween organizational and individual goals. Meanwhile, the research on therelationship between the management practice and voice behaviors is grabbing moreand more attention. The voice behavior of the employee is defined as follows: in orderto improve organizational performance and promote organizational innovation,employees put forward some innovative ideas and point out some issues that hinderthe development of the organization to their colleagues or superiors; they are notobliged to so in their roles, but these behaviors play an influential role inorganizational performance. A great deal of empirical studies have confirmed that,public service motivation, as a kind of faith,value and manner which transcendsindividual and organizational interest, and focuses on the greater political entity’sinterest, could improve an individual’s royalty, work satisfaction and organizationalcommitment, and then promote the performance of the individual and the wholeorganization. The thesis probes into the relation between high-commitment workingsystem and employees’ voice behavior as well as discussing the functioningmechanism of public service motivation. It attempts to provide a new perspective forthe research in public sector human resource management practice and employees’voice behavior.The public sector, just the same as the private sector, is also faced with problemssuch as how to select, attract and motivate employees. Some managers in public sector believe that it is necessary to foster employees’ public service motivation andtheir individual performances like voice behavior through high-commitment humanresource management. The thesis proves that in public sector there exists positiverelationship between high-commitment working system and voice behavior;meanwhile, employees’ public service motivation has the mediating effect. The resultof the study provides reference to the improvement of human resource management inpublic sector.