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Abstract
Although predecessors have recognized the important role of perceived organizational support (POS) in front-line employee initiative behavior, it is not clear whether and how POS affects employee voice behavior. To address this problem, this study developed and validated a moderated mediation model to explore the positive impact of POS on employee voice behavior through employee engagement (job engagement and organizational engagement) and the moderating role of supervisor’s organization embodiment in this process. The data analysis of 353 Chinese front-line service staff shows that POS is positively related to employee voice behavior through employee engagement. In addition, supervisor’s organization embodiment (SOE) strengthens both the direct effect of employee engagement on employee voice behavior and the indirect effect of POS on employee voice behavior through employee engagement. Our research findings not only further develop the previous research viewpoints on POS and employee active voice behavior, but also provide a potential management approach to promote employee voice behavior.
Published Version
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