Employee voice behavior: A moderated mediation analysis of high-performance work system

Abstract

PurposeThe purpose of this study was to investigate the relationship between psychological capital, employee voice behavior and innovative work behavior. The employee voice behavior was studied as a mediator. The study also studied high-performance work system (HPWS) as a moderator between psychological capital and voice behavior.Design/methodology/approachThe human resource department of organizations was approached for data collection facilitation. The sample consisted of full-time employees at the managerial and supervisory level of India's manufacturing and services organizations. 321 managers and 193 supervisors responded to the questionnaire. Standard questionnaires were used to collect data. Moderated mediation analysis was used to study the relationships among variables.FindingsFindings indicated significant direct and indirect relationships. The presence of HPWS acted as a catalyst for relationship between psychological capital and employee voice behavior. The moderated mediation analysis findings showed the variation in outcome variable, innovative work behavior, when HPWS was low versus when HPWS was high.Originality/valueEmployee voice behavior has not yet been studied extensively in Indian context. Researcher examined the effect of employee voice behavior under high and low HPWS.

Moderated Mediation between High Performance Work Systems (HPWS) and Employee Voice Behavior: The Role of Psychological Safety and Supportive Leadership

“…Existing literature informs that voice behavior is an outcome of diverse phenomena such as employee personality (Crant et al, 2011;Elsaied, 2019;Tedone & Bruk-Lee, 2021), employees' moral identity , psychological safety (Walumbwa & Schaubroeck, 2009;Xu et al, 2019), psychological contract breach (Guo, 2017), leader's personality (Liang, 2017;Walumbwa & Schaubroeck, 2009), leadership styles (Duan et al, 2017;Hsiung, 2012;Kim et al, 2023;Li & Sun, 2015;Peng & Chen, 2022;Song et al, 2021;Zhang et al, 2022), leader trait learning goal orientation (Zhu & Akhtar, 2019), workplace ostracism (Deniz & Çimen, 2022), and social networks (Venkataramani et al, 2016). It is only recently that researchers have focused on studying high performance work systems (HPWS) as an antecedent of voice behavior (Harley, 2020;Jha, 2021;Mowbray et al, 2021;Rasheed et al, 2017).…”