Does subordinate moqi affect employee voice? The role of work engagement and role stress

IF 2.7 4区管理学 Q2 MANAGEMENT

Journal of Organizational Change Management Pub Date : 2023-08-01 DOI:10.1108/jocm-02-2023-0046

Lan Li, Xingshan Zheng

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引用次数: 0

Abstract

PurposeThis study attempts to develop and test the model regarding work engagement as a mediator and role stress as a moderator to explain how and when subordinate moqi affects employee voice.Design/methodology/approachA two-wave online survey was conducted, and 217 supervisor–subordinate dyads’ data were collected. This study's hypotheses were tested using linear regression analysis.FindingsThe results demonstrated that subordinate moqi is associated with employee voice. The increase in subordinate moqi can enhance employee work engagement and then promote employee voice. Furthermore, employee role stress moderates the relationships between work engagement and employee voice and the indirect effects of subordinate moqi on employee voice via work engagement.Originality/valueFrom the perspective of job resources, this study ascertains that work engagement plays a mediator role in explaining how subordinate moqi affects employee voice and fills in the gap of the mediating mechanism between subordinate moqi and employee voice. Moreover, this study extends the understanding of role stress by emphasizing its positive role rather than its negative function which is highly discussed in previous research.

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下属moqi会影响员工的声音吗？工作投入和角色压力的作用

目的本研究试图建立并检验以工作投入为中介、角色压力为调节因子的模型，以解释下属moqi如何以及何时影响员工发声。设计/方法/方法采用两波在线调查，收集了217对上下级人员的数据。本研究的假设采用线性回归分析进行检验。研究结果表明，员工的语气与下属的语气有一定的关系。增加下属moqi可以提高员工的工作敬业度，进而促进员工发声。此外，员工角色压力调节了工作敬业度与员工建言的关系，以及下属moqi通过工作敬业度间接影响员工建言。独创性/价值本研究从工作资源的角度，确定了工作敬业度在解释下属敬业度对员工建言的影响中起中介作用，填补了下属敬业度与员工建言之间中介机制的空白。此外，本研究扩展了对角色压力的理解，强调了角色压力的积极作用，而不是以往研究中高度讨论的角色压力的消极作用。

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来源期刊

Journal of Organizational Change Management MANAGEMENT-

CiteScore

5.80

自引率

3.60%

发文量

期刊介绍： ■Adapting strategic planning to the need for change ■Leadership research ■Responsibility for change implementation and follow-through ■The psychology of change and its effect on the workforce ■TQM - will it work in your organization? Successful organizations respond intelligently to factors which precipitate change. Economic climates, political trends, changes in consumer demands, management policy or structure, employment levels and financial resources - all these elements are constantly at play to ensure that organizations clinging on to static structures will ultimately lose out. But change is a dynamic and alarming thing - this journal addresses how to manage it positively.