Research On The Influence Mechanism Of Colleague Speak Out On Employees' Task Performance

Employees' active behavior is the focus of long-term attention in the field of organizational behavior.As an important form of employee initiative behaviors,voice has received more and more attention from many scholars in recent years.With the growth of environmental uncertainty,the practical value of voice behaviors has been highlighted,and corporate managers have attached great importance to the behavior of employees in the organization.Based on the combing of the research literature,we find that most studies have a potential hypothesis: the voice behavior is conducive to the organization and should be encouraged.Based on such underlying assumptions,a large number of research results have been published in the academia.With the further of research,scholars have gradually paid attention to the results of the voice.However,there are still few discussions on the results of the voice behavior,and there are very few discussions on the people who have received the voice.Does the voice really bring good results? Therefore,it is very necessary to pay attention to and study the people who have received the voice.Colleague speak out is an important type of voice behavior,and we need to pay attention to it.In order to answer the above questions,organizational support theory provides us with a good perspective.This article understands colleague speak out as a way of co-worker support,and explains the influence mechanism of colleague speak out on employee task performance from the perspective of perceived co-worker support.In addition,as colleague speak out behavior,is there a difference between different employees and the same employees in different situations? In the face of the process of information transmission and reception by colleagues,we choose to explore the above issues from the perspective of motivational information processing.This helps us to find the boundary conditions for the effect of colleague speak out,so as to effectively enhance the value of the colleague speak out.Based on the theory of organizational support,this paper constructs a research framework for the task performance of employees from colleague speak out,and teststhe mediating role of perceived co-work support in the above relationship.At the same time,based on the motivational information processing theory,we explore the regulation of individualism,cooperation orientation and time pressure.The results of the two-stage questionnaire from 172 employees were used to validate the research hypothesis.The empirical results show that:(1)there is a significant positive correlation between the colleague speak out and the employee's task performance;(2)perceived co-work support partly mediates the relationship between the colleague speak out and employee's task performance;(3)individualism negatively adjusts the relationship between the colleague speak out and the employee perceived co-worker support,and the time pressure negatively adjusts the relationship between the colleague speak out and the employee perceived co-worker support.The contributions of this research are as follows:(1)we deeply discuss of the influence mechanism of colleague speak out on employee task performance,and the employee perceived co-worker support as an explanation mechanism,exploring the co-worker support in the relationship between colleague speak out and employee's task performance.The mediating role has deepened the understanding of the mechanism of the work of colleague speak out,and at the same time enriched the research on the outcome variables of colleague speak out.(2)This paper also explored the moderating effect of the individualism,cooperative orientation and time pressure.The results show that both individualism and time pressure negatively moderate the relationship between colleague speak out and co-worker support,and enriched our research on the boundary conditions for the role of colleagues speak out.Finally,this study proposes some revelatory suggestions for business management and practice.First,colleague speak out can positively promote co-worker support and task performance.Therefore,companies should increase communication opportunities and build communication for employees.Meanwhile,companies can formulate corresponding incentive measures to encourage colleagues to speak out.Second,employees should make judgments on the personal characteristics of the target when speaking out,and choose colleagues with low individualism and low time pressure to speak out so that the words could really work.