Research On The Influence Of Perceived Organiaztional Support,Perceived Insider Status On Employee Silence

Today's fierce industry competition,rapid development of the economic environment,rapid development of science and technology and the trend of globalization,have brought great challenges to the current operation of enterprises,requiring enterprises to timely and flexible adjustment of strategy,timely change.In the process of copiing with the fierce external competition environment.if employees can actively and timely report problems to the organization when they find them,they can help the organization avoid being at a disadvantage in the fierce competition.However,in fact,silence among employees is very common in enterprises,such as silence in meetings,silence after finding problems,silence after constructive Suggestions,and so on.The silence of the staff is harmful to the development of the enterprise and the staff.The success of the enterprise depends on the contribution of the staff.Therefore.how to break the silence of employees becomes particularly iimportant.SchoIars have carried out a series of studies for this purpose and found that the cognition and organizational atmosphere of employees are both important factors affecting whether employees choose to be silent.Perceived organiaztional support describes the organization's support for employees,while Perceived insider status describes employees' perception of members in the organization group.Both of them can promote employees' sense of belonging to the organization,which may help employees to break the silence,speak up actively and promote the development of the organization.However,the pressure atmosphere in an organization may have an important influence on employees' silence behavior,so it is necessary to study the relationship between the challenge and hindrance stressors and employee silence.This study mainly explores the relationship between perceived organizational support and employee silence behavior,and explores the mediating role of insider identity cognition and the mediating role of challenging and obstructive stressors.Prepared a questionnaire containing perceived organiaztional support,perceived insider status challenge and hindrance stressors and employee silence,and 17 enterprises in anhui province were investigated and interviewed to obtain research data.Reliability and validity analysis and subsequent empirical analysis were conducted on the data,and fianlly we reached some conclusions as follows:1.Perceived organiaztional support and perceived insider status have positive influence on acquiescent silence,defensive silence and disregardful silence.2.Perceived insider status plays a part of mediating role in the relationship between Perceived organiaztional support and acquiescent silence,defensive silence,disregardful silence.3.Challenging stressors play a negative moderating role in the relationship between perceived organizational support and acquiescent silence,but not in the relationship between perceived organizational support and defensive silence,disregardful silence.Hindrance stressors play a negative moderating role in the relationship between perceived organizational support and acquiescent silence,defensive silence,disregardful silence.This study is divided into six chapters:The first chapter is the introduction.This study mainly introduces the research background,research purpose and significance,research ideas,research methods and possible innovations of this paper.The second chapter is a review of existing researches.It mainly reviews and sorts out the conceptual connotation,measurement method and antect-consequence variables of perceived organiaztional support,perceived insider status challenge and hindrance stressors and employee silence.The third chapter is the theoretical analysis and research hypothesis.Based on scholars' research on perceived organiaztional support,perceived insider status challenge and hindrance stressors and employee silence,the theoretical framework of the research is established,and research hypotheses and models are proposed.The forth part is research design.Based on the background of Chinese enterprise employees,the questionnaire was designed by combining the mature scale verified by scholars,and appropriate research samples were selected to carry out the questionnaire survey.Firstly,analyse the distribution characteristics of the collected primary research data,and then the reliability and validity of perceived organiaztional support,perceived insider status challenge and hindrance stressors and employee silence were tested.The fifth part is empirical analysis.Firstly,Secondly,analysed the influence of perceived organiaztional support on employee silence.Then verified the mediating effects of perceived insider status.Finally,verified the moderating effects of challenge and hindrance stressors in the influence of error orientation on employees'innovative behavior.The sixth part is the conclusion,the suggestion and the outlook.Based on the empirical research results in chapter 5,the research conclusions of this study are drawn,and the corresponding practical Suggestions are put forward according to the conclusions combined with the actual situation.Finally,some deficiencies of this study and further prospects for future research are proposed.