Organizational Embeddness And Voice Behavior

Abstract:The business environment is of a dynamic nature, complexity, uncertainty and competitive characteristics. In order to adapt to the dynamic changes and win the fierce competition, companies must fully develop employees’talent and wisdom, and actively encourage them to contribute to the organizational survival and development by voice to their organization. Voice to their organization is important to improving the quality of organizational decision making, to ensuring organizational survival and development, and promoting organizational innovations.Due to the characteristics of constructive, although voice behavior on organizational effectiveness is of the self-evident, in the real work, employees still keep silence on their thoughts of organizational development and suggestions for various reasons. How to promote the occurrence of voice behavior become a big problem to managers.Embeddness as a starting point, this paper analyzed the relationship of organizational embeddness and voice behavior from the power of the organization network. By revealing the inner mechanism about how organizational embeddness promoting the levels of employees’voice behavior, enterprises will get some suggestions about how to improve voice behavior.This paper firstly summaries the theory and empirical results about the current study of organizational embeddness, voice behavior, affective commitment and organizational responsibility. Through empirical analysis, we draw the following main conclusions:(1) organizational embeddness has a significant positive effect on voice behavior. The positive effect of organization fit and organizational sacrifice on voice behavior reached a significant level, while organization links didn’t. The impact of Organization fit on voice behavior is the most obvious. In addition, under the influence of organization fit and organizational sacrifice,the positive effect of organization links on voice behavior become significant.(2) Organizational embeddness also has a significant positive effect on employees’affective commitment and organizational responsibility. The positive effect of organization fit and organizational sacrifice on employees’affective commitment and organizational responsibility reached a significant level. Organization link has a significant positive effect on employees’affective, while the positive effect on employees’ organizational responsibility is not obvious. Under the influence of organization link, organization fit and organizational sacrifice, only the positive effect of organization fit on organizational responsibility become significant, and the impact of organizational sacrifice on affective commitment is the most obvious.(3) Employees’affective commitment and sense of responsibility is an important predictor of voice behavior. In the Chinese context, emotional commitment and sense of responsibility predict the promoting voice behavior more effectively than Inhibition voice.(4)The relationship between organizational embeddness and voice behavior is partially mediated by emotional commitment and sense of responsibility. Emotional commitment answers the question of whether they want to, and responsibility answer the question of whether they need to or obligate to. Compared with the sense of responsibility, in the Chinese context tissue embedding more through emotional commitment to offer advice and influence behavior, which further confirms the commitment of the Chinese context the importance of emotion. Obligations and liability issues (need to). Compared to the sense of responsibility, the influence of organizational embeddness on voice behavior is more through emotional commitment, which further confirms the importance of the affective commitment study in Chinese context. Partially mediated role of emotional commitment and sense of responsibility shows that organizational embeddness can influence voice behavior by Variable.