When and How Does Psychological Voice Climate Influence Individual Change Readiness? The Mediating Role of Normative Commitment and the Moderating Role of Work Engagement

Abstract

This research explores the linking mechanisms and conditional processes underlying the relationship between psychological voice climate and individual change readiness. In accordance with the social identity theory, we argued that normative commitment would mediate the relationship between psychological voice climate and individual change readiness; furthermore, work engagement would moderate the proposed indirect effect. Two-wave survey data were collected from 187 full-time employees in a government-owned institute of research and development and were adopted for moderated mediation analysis. The results showed that normative commitment mediates the relationship between psychological voice climate and individual change readiness. Furthermore, work engagement strengthens the effect of psychological voice climate on individual change readiness in an indirect manner via normative commitment. Based on the findings, the theoretical implications and practical suggestions were discussed.

Co-creation of Social Innovation: Corporate Universities as Innovative Strategies for Chinese Firms to Engage with Society

“…Apart from the above-mentioned findings, we also discovered that NU significantly and positively affects employee innovation behaviors (γ = 0.307, p < 0.001), as well as environmental-friendly behaviors (γ = 0.368, p < 0.001), respectively (please refer to Figure 1). Our results thus render empirical support to prior research that found that employees' NC is significantly related to their behavioral outcomes [39,40,[42][43][44], and, thus, underscores the important role of NC in organizations.…”

“…In addition, NC has been discovered to motivate employee citizenship and other positive behaviors [40][41][42]. Considering we have argued that CUs may significantly influence employees' NC as well as their innovative and environmentally-friendly behaviors, we follow the well-recognized commitment-behavior tandem connection [43,44], and further posit:…”

“…In other words, NC reflects a person's need to reciprocate as a result of received benefits. According to the literature, NC, understood as a sense of obligation to remain with an organization, was found to have a stronger effect in non-profit and public organizations than in the private sector, because it mainly involves an implicit psychological contract, rather than a written employment contract [41][42][43]. Evidence also reveals that NC can also enhance employees' readiness for organizational changes because employees' moral duties urge them to comply with new requests and expectations from their organizations [44].…”

“…Control variables. Referring to previous studies on behavioral outcomes [8,39,[41][42][43][44], gender (male = 0, female = 1), age, tenure and education level (junior high school or lower diplomas = 0, others = 1) were controlled for.…”

The Mediating Role of Psychological Capital in the Organizational Climate and Work Engagement Relationship

“…Previous research has demonstrated that employee work engagement can enhance their participation and stimulate their best performance, thus supporting organizational goals (Lee, Wang & Liu, 2017). Work engagement is a condition whereby an individual has a positive and fulfilling attitude toward their duties, and is characterized by vigor, dedication and absorption.…”