An Empirical Analysis Of The Influence Of Empowering Leadership On Employee Voice Behavior

In the highly uncertain and ever-changing VUCA era,empowering leadership meets the leadership needs of organizational development,and its impact has attracted attention from all walks of life.If an enterprise wants to successfully emerge from the crisis,maintain competitive advantage,and achieve high-quality development,it must improve its insight into the external market environment and research and judgment capabilities.However,relying solely on the personal contributions of senior managers is not enough.It is necessary to cultivate an excellent talent team as a think tank,and rely on the wisdom of employees to provide advice and suggestions for the development of the enterprise.In addition,enterprise managers need to obtain useful information from multiple sources to improve the quality of scientific decision-making,advocate for employees to participate deeply in the daily business affairs of the enterprise,and encourage employees to provide feasible suggestions for solving enterprise development problems.This is of great significance for optimizing work processes and improving organizational performance.As the core figure of enterprise management,the words and deeds of leaders will greatly affect the working attitude and behavior of employees,so whether employees are willing to provide advice to the enterprise will be affected by the leader’s work style.The biggest feature of empowering leadership is to share power with subordinates and give employees a certain degree of work autonomy,which can free employees from the shackles of management,and then stimulate their enthusiasm and initiative.The level of employee engagement can affect employees’ work behavior and attitude,and it can also increase employees’ sense of belonging and loyalty to the enterprise,help reduce employees’ silent behavior,and provide valuable advice for improving the organization’s flexibility to respond to changes in the external environment.In addition,as an invisible "contract" between employees and the organization,the psychological contract is conducive to maintaining a harmonious and stable relationship between employees and the organization,and promoting both parties to fulfill their respective responsibilities.Therefore,this study takes contingency theory of leadership,role theory and social exchange theory as the theoretical basis,takes empowering leadership,employee engagement,psychological contract,and employee voice behavior as research variables,and adopts the measurement questionnaire widely used by domestic and foreign scholars to construct the corresponding research model and discuss it in detail.At the same time,359 valid questionnaires were collected by means of questionnaires,and SPSS25.0 and AMOS24.0 software were used to verify the research hypotheses.The results show that empowering leadership can significantly and positively affect employee voice behavior,employee engagement plays a partial mediating role between empowering leadership and employee voice behavior,psychological contract negatively regulates the relationship between employee engagement and employee voice behavior,and psychological contract negatively regulates the mesomeric effect of employee engagement between empowering leadership and employee voice behavior.Finally,based on theoretical analysis and hypothesis verification,this study proposes the following management implications:Business leaders should be adept at using an empowering management style and appropriately granting power to strengthen employees’ sense of responsibility for giving advice;Enterprises should develop incentive measures to enhance employee engagement and guide employees to continue to contribute to the organization;Enterprises should meet the real needs of employees and build a bridge of psychological contracts between employers and employers;Enterprises should strive to create an open and inclusive voice organizational culture,providing diverse voice channels and platforms for employees;Enterprise leaders should actively strengthen communication with their subordinates and pay attention to the formation of harmonious internal interpersonal relationships.