The Study On The Relationship Between Job Embeddedness, Organization Commitment And Employee Voice Behavior

Since Chinese economic reform and opening-up, we have obtained a fantastic success on the economic development. There is no doubt that the enterprises being a cell of Chinese economy contribute a lot to this success. After a lot of foreign-owned enterprises’ moving to China, enterprise management has no choice but to change their mindset from the concept of traditional business management or dominant management into caring organizational culture building, executing participative management. We can see KPIs in human resource area are required to officially put in managers’ annual performance assessment. One of HR critical KPI is the number of employee voice(also called employee suggestion) which has been a measurement of how well enterprise builds innovation and company culture. Even we may see some companies put employee voice as a mandatory index. However, some companies are very successful in the implementation of employee voice and some companies not. In the areas of organizational behavior and psychology, it can see the relevant study starting from 1970 s. With the time passed, the research on employee voice become more mature and completed.This article focuses on the study of relationship amongst job embeddedness, organization commitment and employee voice behavior. Refer to the historical document and study, the author makes a tidy-up on the definition, theory development, dimension and their relationship on job embeddedness, organization commitment and employee voice behavior. The analysis was conducted via the way of questionnaire survey, mathematical statistics method. Firstly, the article uses descriptive statistic method to analyze demographic’s impact on the 3 elements. Secondly, with gender and position title as control variable, Hierarchical Regression Analysis is used to the relationship study between job embeddedness & organization commitment(affective commitment, continuance commitment, normative commitment), job embeddedness & voice behavior, organization commitment & voice behavior, At the same time, regression analysis is adopted to demonstrate the organization commitment’s intermediary role between job embeddedness and voice behavior and their impact mechanism. Here is the result:1) Job embeddedness and its sub-dimensions have positive correlation with voice behavior.2) Job embeddedness has positive correlation with organization commitment.3) Organization commitment has positive correlation with voice behavior.4) It demonstrates organization commitment’s intermediary role between job embeddedness and voice behavior.Lastly, it summarizes the analysis and provides theoretical foundation and constructive suggestion for HR practice. In addition, it suggest company focus more efforts on employee’s off-the-job factors in enterprise’s culture building. For instance, employee’s residences environment, family life and social relationship. In this way, company may do better in human-based management area.