| Recent years,bullying behavior has become more and more frequent in the workplace. As a typical negative behavior,it widely exist within the enterprise. We think that the destructive consequences of workplace bullying for employees and the organization are greater than the sum of other work-related stress. Some scholars even metaphorize workplace bullying into organization's chronic cancer. They think that it seriously corrodes the health of employees and the organization. So the workplace bullying has evolved into a social problem which we must pay enough attention to at the moment. Since the study of workplace bullying in our country starts later than western countries,so the related researches existing in domestic are still very little and empirical researches are more scarce. Therefore,one of the purpose of this study is to enrich the research of this aspect.According to the social exchange theory,the behaviors of an individual often depend on the way he was treated. After the occurrence of workplace bullying behavior, indifference or connivance of the organization will make bullying behaviors become more rampant. Frequently being bullied will make employees lose their confidence on the organization. In this negative situation,employees are unlikely to point out the problems they find in the organization or put forward any suggestions which are beneficial to the organization. In other words, they will give up showing the voice behavior. Although the voice behavior does not belong into employee's formal job requirements, it plays a decisive role in the development of the organization. But in the practice of the daily management,employees are unwilling to express voice behavior because of various reasons. Therefore, in order to explore the reason why staffs in China generally don't like to perform voice behavior,many scholars point the finger at the leaders. Their researches mainly focus on the destructive impact of the leader's negative behaviors on employee's voice behavior. But those researches mostly ignore the negative behaviors between employees and employees. Workplace bullying not only includes the leaders' negative behaviors but also include the negative behaviors between employees and employees. Therefore,this article intend to explore the influence of workplace bullying on employee's voice behavior.In order to more effectively stimulate employee's work behaviors which are benifical for the organization,we must find out the driving factors of employee's work behaviors. Recent years, the concept of emotional intelligence provides a fresh perspective to better explain some behaviors of an individual in the organization. Emotional intelligence not only includes the individual's ability to operate the emotion but also includes the ability to handle problems. Some scholars point out that act as employee's important personal qualities, emotional intelligence can effectively predict employee's work product, such as job performance and organizational citizenship behavior. Work experience will lead to employee's emotional experience, and emotional fluctuation will further affect employee's attitude and behaviors.In conclusion,this article aims at exploring the influence of workplace bullying behavior on employee's voice behavior and also introducing the concept of emotional intelligence as a moderator variable between them. Based on the investigation of companies in multiple cities,we finally have obtained 328 valid survey datas. Using statistical software SPSS 23.0 for the basic descriptive statistics,reliability analysis,validity analysis,correlation analysis and regression analysis,we validate the negative effect of workplace bullying behavior on employee's voice behavior and emotional intelligence's negatively moderated role between them. Finally, based on the relevant conclusions of this study,we will propose some practical and useful managerial suggestions and opinions to guide practice. |
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