The Study On The Influence Of Idiosyncratic Deals On Employee Voice Behavior

With the increasingly fierce competition in the market,enterprises are facing more and more pressure to survive.If enterprises want to maintain competitiveness,they must constantly optimize and adjust their development strategies.However,it is difficult to consider problems only from the perspective of managers and rely on only a few managers to optimize and adjust enterprise development strategy.Therefore,more and more managers begin to pay attention to employees’ ideas and opinions on enterprise development,and how to make employees make more voice behavior has become a key concern of many managers.Studies have shown that human resource management can effectively affect employee voice behavior,and idiosyncratic deals,as a new human resource management practice,plays an important role in helping enterprises retain core employees and maintain core competitiveness.While retaining core employees,whether this new human resource management practice can effectively improve the probability of employee voice behavior remains to be further explored.Based on social exchange theory,this thesis conducts two studies to explore the influence of idiosyncratic deals on employee voice behavior.In study one,a situational simulation experiment was used to select 120 employees from enterprises as subjects to preliminarily explore the influence of idiosyncratic deals on employees’ voice behavior and the mediating role of perceived organizational support.In the second study,334 employees were selected as subjects by questionnaire survey to verify the results of the first study,and further explore the chain mediating effect of organizational support and organizational identification between idiosyncratic deals and employee voice behavior.PROCESS was used for data analysis,The results show that:(1)Idiosyncratic deals positively affects employee voice behavior;(2)Perceived organizational support partially mediates the relationship between idiosyncratic deals and employee voice behavior;(3)Organizational identification plays a partial mediating role between idiosyncratic deals and employee voice behavior;(4)Perceived organizational support and organizational identification play a chain mediating role between idiosyncratic deals and employee voice behavior.From the perspective of idiosyncratic deals,a new human resource management practice,this study explores its influence on employee voice behavior and the mechanism of such influence,expands the research theory on employee voice behavior,and provides some enlightenment for enterprise managers to promote employee voice behavior:(1)Enterprises should flexibly adjust talent management strategies and reasonably apply idiosyncratic deals;(2)Enterprises should pay more attention to the psychological level of employees,give employees enough understanding and tolerance,pay attention to their feelings;(3)Enterprises should pay attention to cultivating the atmosphere of voice behavior,so that employees can feel the support and encouragement of the enterprise for employees’ voice behavior,and take necessary incentive measures to motivate employees to make voice behavior.