Research on Employee Voice Intention: Conceptualization, Scale Development, and Validation Among Enterprises in China

Abstract

Expressing opinions and ideas in the workplace is an important aspect of organizational development and employee wellbeing. However, employee voice intention, which refers to an employee's willingness to share their opinions or ideas, is an area that has received limited attention in research. Therefore, the aim of this study was to develop and validate a reliable measurement tool for employee voice intention. Methods: The study followed a three-stage process. First, in-depth interviews were conducted with managers and employees from Chinese companies, resulting in 38 qualitative data points. Second, the employee voice intention scale was developed and validated through two surveys. Exploratory factor analysis (N=264) and confirmatory factor analysis (N=260) were performed, respectively. Third, the predictive validity of the scale was assessed by collecting 366 valid responses across three rounds of questionnaires, using voice efficacy and employee voice behavior as correlational calibration criteria. Results:The study employed grounded theory methodology to analyze the qualitative data collected, resulting in the development of a robust conceptual framework of employee voice intention. This framework is composed of two dimensions: perceived desirability and perceived feasibility, which together capture the key factors that influence whether an employee will express their opinions or ideas within an organizational context. A corresponding measurement scale was developed, consisting of nine measurement items that underwent rigorous testing to ensure their reliability and validity. Furthermore, the results of the empirical study showed that employee voice intention mediated the positive effect of voice efficacy on voice behavior, supporting the scale's predictive validity. Conclusion:This study provides valuable insights into the dimensions of employee voice intention and contributes significantly to the existing literature on this topic by introducing a reliable and valid measurement tool. Furthermore, it advances our understanding of the underlying dimensions associated with this construct.

Development of the social burnout scale for college students

“…As is shown in Table 8 , the results revealed that the “emotional exhaustion” dimension was 0.94, while that of the “depersonalization” dimension was 0.82, and the overall Cronbach’s α coefficient of the scale was 0.92. Both the reliability coefficient and the reliability coefficient of each dimension exceeded the stand of 0.70, which indicated that the social burnout scale developed in this study had good reliability ( Ouyang et al, 2023 ).…”