Impact of grit on voice behavior: mediating role of organizational commitment

Abstract

Employee voice is the voluntary, non-formal and upward communication of ideas, concerns or solutions to work associated problems by an employee. Drawing on conservation of resources theory, our study investigated the direct impact of two antecedents of behavioral outcomes (i.e., grit and organizational commitment) on voice behavior. Moreover, study also examined the mediating influence of organizational commitment in the relationship between grit and voice behavior. Data were collected in two waves time over a 2-month time period from public sector employees and their immediate supervisors. PROCESS macro by Hayes was used on actual sample of 300 employees and 19 supervisors from different job functions. All the direct as well as indirect hypothesized relationships are empirically supported. The results of the study add to the improved understanding of one of the most evolving construct, namely, voice behavior. Theoretical and practical implications alongside recommendations have also been given for future empirical research on voice behavior.

Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

“…In this vein, employees who have psychological empowerment have a feeling of control to manage their work and are more likely to get engaged in extra-role behaviors like voice (Spreitzer, 1995). According to Nisar et al (2020), such vital behaviors like raising voice work not only for the betterment of organizations but also for employees as well.…”

Impact of Prosocial Motivation on Organizational Citizenship Behavior and Organizational Commitment: The Mediating Role of Managerial Support

“…Organizational commitment refers to the employees’ emotional attachment to the organization [ 18 , 19 ]. Previous studies have explored positive effects of employee prosocial behavior [ 20 ], self-efficacy [ 21 ], and thriving at work [ 22 ] on organizational commitment [ 20 ].…”

“…Therefore, this study empirically examines the role of managerial support in the relationship between employees’ prosocial motivation and organizational commitment. Bearing the former claims in mind, organizational commitment is a highly researched job attitude in the field of organizational behavior, management [ 19 , 23 ], human resources management [ 24 ], and organizational psychology [ 25 ]. This issue has attracted extensive attention from scholars and practitioners due to its positive organizational and individual outcomes such as higher productivity, job performance [ 26 ], better work-life balance, workplace stability, employee satisfaction [ 27 , 28 ], organizational citizenship behavior, better attendance, employee retention, and lower turnover intention [ 29 ], among others.…”

Impact of Compassion on Voice Behavior: A Moderated Mediation Model

“…Employees are more likely to exhibit voice behavior when they have a special attachment to their organization [63]. Prior studies found that affective commitment is the strongest indicator of employee voice behavior [23,25]. Therefore, in line with these prior studies and conservation of resource theory, we anticipate that employees will be involved in extra-role behavior (i.e., voice behavior) when they are emotionally attached to their employing organization.…”

“…By favoring this empirical assumption, our study proposed that affective commitment encourages employee voice behavior. Only those employees exhibit voice behavior who are highly committed to the organization, its goals, and values [24,25]. Employees with increased organizational commitment are extra work oriented as compared to those who are less committed [26].…”