THE IMPACT OF SUPPORTIVE LEADERSHIP AND PERCEIVED SUPERVISOR VOICE BEHAVIOR ON EMPLOYEE VOICE BEHAVIOR

Kehkashan Nizam
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Abstract

The purpose of this research is to analyze the impact of supportive leadership and supervisor voice behavior on employee voice behavior in the ceramic industry in Pakistan. The study also aims to investigate the role of trust in the supervisor as a mediator between the independent and dependent variables. The data was collected through a survey questionnaire from 180 employees working in ceramic companies in Karachi, Pakistan. The statistical analysis was conducted using SPSS and PLS-SEM to test the hypotheses. The findings of the study indicate that both supportive leadership and supervisor voice behavior have a positive effect on employee voice behavior. This implies that when employees perceive their supervisors to be supportive and they provide opportunities for employee participation and involvement, they are more likely to voice their opinions and ideas freely. Additionally, supportive leadership has a direct and positive impact on employee voice behavior. This implies that when employees receive supportive leadership, they are more likely to voice their opinions and ideas. The study also found that trust in supervision mediates the relationship between supervisor voice behavior, supportive leadership, and employee voice behavior. This suggests that when employees trust their supervisors, they are more likely to perceive their supervisors as providing a supportive leadership style and engaging in voice behavior, which ultimately leads to increased employee voice behavior. The research provides valuable insights for managers and supervisors in the ceramic industry of Pakistan. It highlights the importance of supportive leadership and supervisor voice behavior in promoting employee voice behavior. Managers and supervisors can use this information to create a positive work environment that encourages employee participation and involvement. They can also work towards building trust with their employees to increase their perceptions of supportive leadership and supervisor voice behavior.
支持性领导与主管建言感知对员工建言的影响
本研究的目的是分析巴基斯坦陶瓷行业的支持性领导和主管建言对员工建言的影响。本研究亦旨在探讨主管信任在自变量与因变量之间的中介作用。数据是通过对巴基斯坦卡拉奇陶瓷公司的180名员工进行问卷调查收集的。采用SPSS和PLS-SEM进行统计分析,检验假设。研究结果表明,支持性领导和主管建言对员工建言均有正向影响。这意味着,当员工认为他们的主管是支持的,并且他们为员工提供参与和参与的机会时,他们更有可能自由地表达自己的意见和想法。此外,支持性领导对员工建言有直接和积极的影响。这意味着当员工得到支持性领导时,他们更有可能表达自己的意见和想法。研究还发现,对监管的信任在主管建言、支持性领导和员工建言之间起到中介作用。这表明,当员工信任他们的主管时,他们更有可能认为他们的主管提供了一种支持性的领导风格,并参与建言,这最终导致员工建言增加。该研究为巴基斯坦陶瓷行业的管理者和主管提供了有价值的见解。它强调了支持性领导和主管建言在促进员工建言中的重要性。经理和主管可以利用这些信息来创造一个积极的工作环境,鼓励员工参与和参与。他们还可以努力与员工建立信任,以增加他们对支持性领导和主管建言行为的看法。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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