The Mediating Mechanism For Employees To Make Voice Behaviors At Work

Nowadays,the market competition is extremely fierce,and the living environment that enterprises are facing is becoming more and more complex.Only relying on the ability of the management can not meet the development needs of enterprises.The initiative behavior of employees that can improve the sense of ownership of employees and give full play to their subjective initiative becomes more and more important.Employee's voice behavior is one of the important initiative behaviors.In the past,scholars mainly studied the behavior of making suggestions from the perspective of personality difference and behavior process.However,neither of these two perspectives has explored why employees with proactive personality would rather take risks than implement proactive behaviors.In addition,the perspective of personality characteristics and the perspective of behavior process also need to be further integrated.Finally,from a practical point of view,proactive behavior occurs more in the team work of enterprises.However,the current relevant research does not further specific the initiative behavior to the team level,the theoretical research results can not better serve the improvement of the team initiative behavior.Therefore,the study of team level initiative behavior will have more practical significance.Based on the above research defects,this study,with the help of the theory of seeking benefits and avoiding disadvantages,explores the typical initiative behavior at the team level,that is,the generation mechanism of employee's promotional and inhibitory suggestion behavior,and integrates and expands the research on employee's suggestion behavior from the theoretical framework of the system.In order to verify the theoretical model,this study used a questionnaire survey to conduct an empirical test.In this study,the leaders of the on-the-job team in China's South China region and their subordinates were selected as the research object.The questionnaires were collected by multi-source and multi-period methods,and the team samples were matched.Finally,489 valid sample data were retrieved.On the basis of review and literature analysis,authoritative scales were selected,and the reliability and validity of these scales were analyzed.Then the data were correlated,cross-layer structural equation model analysis and Monte Carlo test.The research indicates that:(1)the extroversion personality of employees has a significant positive impact on the success motivation;(2)the neurotic personality of employees has a significant positive impact on the motivation to avoid failure;(3)employee's motivation of approaching success has a significant positive impact on the facilitative suggestion behavior;(4)employees' motivation to avoid failure has a significant positive impact on the inhibitory suggestion behavior;(5)approaching success motivation plays an intermediary role in the relationship between employees' extroversion and facilitative suggestion behavior;(6)avoiding failure motivation plays an intermediary role in the relationship between neuroticism and inhibitory suggestion behavior?Through combing the previous research literature and empirical research,this study verifies the theoretical hypothesis and draws the corresponding conclusions,which has certain theoretical significance.In addition,from the aspect of practice,it also provides theoretical guidance for managers to implement more targeted interventions to promote the generation of employee voice behavior.Finally,in view of the shortcomings of research,a research outlook is proposed.