Impact of supervisory delegation on employee voice behavior: role of felt obligation for constructive change and voice climate

Abstract

Purpose The research linking organizational change-oriented activities with employee voice behavior is still in its initial stages. This study aims to contribute to this line of research by proposing felt obligation for constructive change, an underlying mechanism through which supervisory delegation enhances teachers’ voice behavior. Design/methodology/approach This study tested the interactive effect of felt obligation for constructive change and voice climate on teachers’ voice behavior. The proposed model is supported by proactive motivation theory which states that environmental factors lead to motivational states which further result in employee proactive behaviors. In this study, 415 teachers with their 74 supervisors (head of departments) from educational institutes completed the surveys. Structural equation modeling was used to find the results. Findings The results supported the mediation and moderation hypotheses, which proved that felt obligation for constructive change mediates the relationship between supervisory delegation and teachers’ voice behavior, and voice climate moderates the relationship between felt obligation for constructive change and teacher voice behavior. Practical implications This paper will provide an insight to the practitioners about the role of supervisory delegation for engagement in employee voice. This paper will also help managers understand that the workplace effectiveness can be enhanced by creating opportunities for employees to voice their concern. Originality/value This study recommends that head of departments at the workplace should cultivate an environment that is conducive for their faculty for engaging in voice behavior for improved functioning of educational institutes. Findings provide an insightful approach on organizational strategies in the form of supervisory delegation to trigger voice behavior among employees to meet the uncertainty of the ever-changing business environment.

Impact of Compulsory Citizenship Behavior on Employee Performance: A Mediating Role of Perceived Insider Status and Moderating Role of Psychological Hardiness

“…In a developing country like Pakistan, data collection is challenging due to weak research culture. Other studies have also collected data through similar techniques from Pakistani employees (e.g., Qasim et al, 2020;Rubbab et al, 2022). The data was collected from employees willing to participate in the study without any pressure.…”

Impact of team voice on employee voice behavior: role of felt obligation for constructive change and supervisor expectations for voice

“…Though existing literature provides valuable information about antecedents of voice, most of these antecedents are supervisor focus or self-focus (Rubbab et al ., 2022), and limited studies have considered the role of colleagues in promoting voice behavior. This study focuses on finding out the collective aspects of workers' experiences for employee voice behavior; thus, team voice is taken as an antecedent to promotive and prohibitive voice behavior.…”

“…Organizational context is crucial in encouraging employees to engage in innovative suggestions (Qi et al ., 2019). Supervisors' behaviors and work-related expectations are essential in shaping employees' work environments (Rubbab et al. , 2022).…”