The Study Of The Relationship Between Perceived Organizational Support, Person-Supervisor Work Value Fit And Voice Behavior

Since2003, the special issue discussion about silence and voice on "Journal of Management Studies", in large part inspired the researchers focus on Voice Behavior, Voice behavior has been widespread concern in academia and the business community. The major role of VB in the organization has also been a general consensus. In the course, the suggestions for improving organizational performance and behavior problems has a significant role to team learning, organizational innovation, improve work processes and the prevention of crisis. Domestic and foreign scholars have conducted a lot of research on voice behavior, However, existing studies mainly research from the organization, leadership, individual single-face to discuss employee voice, And only unilaterally consider the impact on employee behavior from organizational or leadership, With the development of the theory, the interaction perspective to understand the behavior of employees obtained the support of a large number of scholars, They found that perceived organizational support has a significant positive correlation effect on employee behavior. But in recent years, some scholars began to question the universality of social exchange theory in explaining the behavior and attitudes of employees, Even some scholars have proposed POS did not have significantly positive effect on organizational citizenship behavior.For this, based on the literature review, we build a theoretical model about POSand voice behavior, and the P-S work value fit as a moderator,and validates it by demonstration data. The study is divided into three parts:The first part introduces the background, research ideas and research methods;the second part, based on the literature review, We construct the main research model of this paper, and proposed the hypothesis, Then make a regression analysis of the questionnaire through spss, Explore the influence of POS to voice behavior, The third part is a summary and discussion of the entire study, analysis of the conclusions and make recommendations of modern management practices.This article uses the survey method, Then take advantage of the reliability analysis, validity analysis, difference analysis, exploratory factor analysis, correlation analysis and hierarchical regression analysis and make a regression on the data.our proposed research model and hypotheses can be tested based on the results of data analysis. The main conclusions are:First, the employee’s individual attributes have significant differences only on some dimensions of study variables. POS showed a significant difference on length of service, and P-S fit showed a significant differences on age and the length of service.Second, the POS has a significant positive effects both on the two dimensions of voice behavior. The factor of support the work have demonstrated a significant positive impact on two dimensions; Care benefits factor has a significant positive effect on prohibitive voice behavior.Third, the P-S work value fit played a significant positive regulatory role in the relationship between perceived organizational support and voice behavior...