The Impact Of Job Stress On Voice And Its Mechanism

To survive in a rapidly changing market, the enterprises need Constant innovation,and the employees are main source of innovation. If the enterprises can take certainincentives and make the employees actively provide advice about how to improveenterprises’operation, it is of great significance for enterprises. On the other hand, withthe accelerating rhythm of life, people face more and more pressure. However, whetherthe employees who are trapped in the job stress can speak out the suggestions whichare benefit for the enterprises are the main issues of this research.Based on social exchange theory, planned behavior theory and trait-activationtheory, this research constructs a moderated mediating model of job stressorinfluencing voice. In the model, job stress is divided into challenge stress andhindrance stress, voice is divided into promotive voice and prohibitive voice, feltobligation for constructive change and organization-based self-esteem is the mediatingvariables, leader-member exchange is the moderating variable. According to theconstruct in the model, this research builds scale and takes back204validquestionnaires through field and network survey. Based on reliability analysis andconfirmatory factor analysis, this research examines the hypothesis, and according tothe result of hypothesis test, this research proposes the way to improve employees’voice behavior.The result shows that as with the increasing of leader-member exchange thepositive relationship between challenge stressor and felt obligation for constructivechange will become weaker and weaker, and the negative relationship betweenhindrance stressor and organization-based self-esteem will also become smaller andsmaller. Besides that, in the case of high leadership-member exchange, the relationshipbetween hindrance stressor and prohibitive voice is―U‖shape, and in the case of highleadership-member exchange, the relationship between hindrance stressor andprohibitive voice is inverted―U‖shape. The mediation role of felt obligation forconstructive change between challenge stressor and voice is moderated byleader-member exchange, and the mediation role of organization-based self-esteembetween hindrance stressor and voice is moderated by leader-member exchange.According to the result, the enterprises can improve the employees’ voicebehavior through establishing a convenient platform for voice; enhancing the communication with employees, and construct a database of staff ability. At the sametime, when allocating challenge work, the organization should pay attention to thematching between the task difficulty and relationship. Because the employees whoperceive high leader-member exchange will have high role expectation to themselvesand organization, they need greater challenge task to increase the motivation ofconstructing organization, and then improve voice behavior.