| With the further development of economy and technology,the market competition environment is characterized by volatility,complexity,ambiguity and uncertainty.The initiative and transformationoriented employee voice is essential for an organization to respond quickly and effectively to a complex and volatile external environment.However,the idea of changing the status quo may make others feel embarrassed,cause internal friction in the enterprise,and even be regarded by leaders as "trouble maker",damaging the relationship between superiors and subordinates.In this circumstance,how to improve the level of employee voice,and how to realize the collective brainpower has been the focus of the theoretical and practical circles.Despite the research points out that the enterprise human resource management practice can promote employee voice,the reality is that the human resource management practices are both regulator and judge,namely human resource management practices not only make policies to encourage employee voice,but also appraise and evaluate employees according to their performance in voice.As a consequence,employees will keep silent considering that it is risky,fruitless or has nothing to do with them to express ideas and make recommendations,although they know it’s good for the organization.As the representative and maintainer of employees’ rights and interests,the union can effectively solve the reality of employees’ "knowing but not speaking" and "cherishing words like gold".Guided by the three-pronged approach of the theory of planned behavior,we examine the effect of union practice on employee voice,which is mediated by psychological safety,voice efficacy and felt obligation for constructive change.In this paper,SPSS22.0 and Mplus7.4 were used to analyze 368 employee samples from different industries in Jiangsu,Anhui and Shandong,to examine our model.The results show that on the basis of human resource management practice,union practice still has a significant positive effect on employee voice,in another word,the higher the level of union practice,the more inclined employees are to voice.Psychological safety,voice efficacy and felt obligation for constructive change play a mediated role in the relationship between union practice and employee voice.To be specific,union practice can not only improve employees’ psychological safety through activities such as protecting their legitimate rights and interests,enhance voice efficacy through activities such as reflecting reasonable suggestions of employees to the enterprise,solving employee’s "worry about the future" of unsafe and ineffective voice,but also further stimulate employees’ sense of responsibility to offer suggestions for the development of the enterprise through activities such as education.The research results prove that union practice can effectively improve employee voice and remedy the insufficiency of human resource management.At the same time,we find a new way for enterprise managers to improve employee voice,as well as provide theoretical support for enhancing unionenterprise cooperation and building harmonious labor relations. |
