An Research On The Influence Of Peers' Work Performance On Voice Taking

In an increasingly dynamic,competitive,and uncertain economy,organization depend on ideas from employees.The growing pace and complexity of work presents new challenges for company to anticipate,identify,and respond to all of the threats and opportunities that loom on the horizon.As a result,company need employees to express voice—a proactive behavior that involves speaking up with suggestions for improvement.One might assume that companies are naturally highly motivated to encourage employee voice.However,as it challenges the status quo and often threatens voice targets,a large number of voice targets actually engage in actions that indicate an aversion to soliciting,rewarding,and implementing voice.Therefore,it is necessary to understand which and when voice targets find employee voice aversive in the first place and why.In addition,voice can have different targets,such as top management,supervisors,or peers.With the development of team-oriented work and the flat organizations,flexible interactions among peers is essential to promote knowledge sharing and improve team and organizational performance.In such a context,free and unhindered peer-to-peer flows of information,opinions,and suggestions are critical,and voice by employees targeted at their peers represents a useful research focus.This thesis proposed a moderated-mediated model to examine the relationship between peers' work performance and voice taking targeted at peers.Specifically,the purpose of the thesis is to exam the mediating effect of cognition trust on the relationship between peers' work performance and voice taking,and the moderating effect of self construal on the above relationship,using persuasion theory in the field of social psychology and considering voice taking as a process that advisor persuades voice target to take voice.46 college students from a university located in Mainland China participated in Study 1.The purpose of study 1 is to exam the effect of peers' work performance on voice taking,and the moderating effect of self-construal on the above relationship,replacing work performance with academic record.There are,however,several limitations to this first study.Study 1 is unable to test the full set of hypotheses,including the mediation hypotheses.In Study 2,a total of employees from 42 work teams participate in this study,and the purpose of study 2 is to measure all relevant variables to test the full set of hypotheses,including how peers' work performance affects the individual's psychology and voice taking.Results from two studies reveal that the peers' work performance is positively associated with the voice targets' voice taking,mediated by voice targets' perceived cognition trust.This mediated relationship was stronger when voice target has independent construal of self,and This mediated relationship was poorer when voice target has interdependent construal of self.