The Impact Of High-performance Work Systems On Prohibitive Voice

In the complicated and changeable external environment,prohibitive voice is of great significance in maintaining the normal operation and sustainable development of the organization.However,in the context of Chinese organizations that focus on superficial harmony and follow the distance of power,to organizational problems,employees often do not want to speak up or dare not speak up.Studies have confirmed the promotion effect of high-performance work systems on prohibitive voice,but the performance-oriented high-performance work system still cannot fully stimulate the willingness of employee voice.Based on the Conversation of Resources Theory,the paper takes affective commitment and psychological safety as mediating variables,and uses union practice as a moderating variable,to explore union practice under the different level,the different influence between high-performance work systems and prohibitive voice,the survey data of 371 enterprise union members was statistically tested using SPSS 22.0 and Mplus 7.4 to verify this model.The research results shows that: high-performance work systems has a significant positive impact on prohibitive voice;affective commitment and psychological safety play a significant full mediation role between high-performance work systems and prohibitive voice;union practice positively moderates the relationship between high-performance work systems and affective commitment and psychological safety;union practice further moderates the indirect relationship of high-performance work systems through the impact of psychological safety on prohibitive voice,that is,the higher the level of union practice,the more significant this indirect effect.However,the effect of union practice on the indirect relationship of high-performing work systems through the impact of affective commitment on prohibitive voice is not significant.The result confirms that high-performance work systems affect prohibitive voice through affective commitment and psychological safety,and union practice can effectively improve the impact of high-performance work systems on prohibitive voice.The results of the study provide a new way to stimulate employee prohibitive voice behavior.,and it contributes to realize the effective integration in the field of human resource management and labor relations,and also has important practical significance to build a harmonious,win-win industrial relations.