Managerial openness and employee voice: a moderated mediation model

Yin, Yishuai; Duan, Jinyun; Wang, Tingxi; Jiao, Xuhui

doi:10.1108/cms-11-2020-0487

Cited by 3 publications

(1 citation statement)

References 74 publications

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“…This study developed a theoretical framework by focusing on the formation of friendships between individuals and ensuring safety within the unique Omani work environment, so it can contribute to the development of relationships and administrative work in the workplace. This paper responds to calls to expand friendship research in the workplace (Yin et al, 2018). Previous studies on friendship in the workplace focused primarily on outcome variables, such as job satisfaction (Denison & Mishra, 1995), emotional commitment (Gupta, 2020), job success (Markiewicz et al, 2000), job performance (Li, 2017;Ozbek, 2018), and job engagement (Khalili, 2016), while the current research focuses on the behavior of individuals.…”

Section: Theoretical Contributionsmentioning

confidence: 97%

Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety

Durrah

2022

Curr Psychol

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Employees spend a huge time of their lives at work. As a result, friendships are often formed between individuals in the workplace. Workplace friendship is a fundamental value of human nature. Forming friendships in the workplace is vital to increase satisfaction and engagement at work. The present study proposes and tests a theoretical framework to explore the workplace friendship mechanisms and their impact on the innovative behavior of employees in the Omani service sector, and to clarify the mediating role of psychological safety. The data was gathered from the employees of private service sector in Oman. An online questionnaire form was distributed to the participants and 405 valid questionnaires were analyzed by SmartPLS software using structural equation modeling. The results indicated that workplace friendship aspects namely, friendship opportunity and friendship prevalence positively affected innovative behavior. Furthermore, friendship prevalence was positively correlated in relation to psychological safety. However, psychological safety did not have a mediating role between workplace friendship and innovative behavior. The findings are meaningful for the academic research and also give some practical suggestions for managers from a new viewpoint for the evaluation of workplace friendship in the context of the service sector, in order to achieve psychological safety, and to promote the innovative behavior of employees in this sector.

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Section: Theoretical Contributionsmentioning

confidence: 97%

Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety

Durrah

2022

Curr Psychol

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Person-organisation fit, employee voice, and knowledge productivity: the moderating role of perceived voice opportunity

Nadarajah

2022

Knowledge Management Research & Practice

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How does leader emotional labor influence employee voice: the mediating roles of psychological safety and perceived voice efficacy

Li,

Xia,

et al. 2024

CMS

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Purpose This study aims to explore the impact of leader emotional labor on employee voice. According to the emotion as information theory and the voice as a deliberate decision-making process framework, this study develops and tests a model that examines the mediating effects of psychological safety and perceived voice efficacy in this relationship. Design/methodology/approach This study conducted two studies to test hypotheses. Study 1 used a quantitative research methodology using a two-wave survey of 435 employees and 58 leaders in China. The research model was analyzed using multilevel path analyses. Study 2 collected 301 full-time employees from Prolific Platform. Hypotheses were tested using Mplus. Findings The results in Study 1 reveal that leader deep acting has a positive indirect relationship with employee voice via psychological safety. Conversely, leader surface acting has a negative indirect effect on employee voice through psychological safety. The results in Study 2 supported the hypotheses. Originality/value This study contributes to the voice as a deliberative process literature by introducing leader emotional labor as an antecedent of voice behavior. Additionally, this study indicates that perceived psychological safety and perceived voice efficacy are two important mediating mechanisms for implementing voice behavior.

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Managerial openness and employee voice: a moderated mediation model

Cited by 3 publications

References 74 publications

Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety

Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety

Person-organisation fit, employee voice, and knowledge productivity: the moderating role of perceived voice opportunity

How does leader emotional labor influence employee voice: the mediating roles of psychological safety and perceived voice efficacy

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