Abstract
Organizational effectiveness is contingent upon employees’ contributions; however, the role of employee voice behavior as a critical component of employees’ contribution to the organization has not been sufficiently acknowledged. Based on proactive behavior theory, we present a model to investigate employee voice behavior as an underlying mechanism in the relationship between supervisor delegation and perceived workplace inclusion. Using the SEM (structural equation modeling) method, we test our model’s hypotheses with data from 271 employee-supervisor questionnaires administered in state-owned enterprises in the telecommunications industry. The results show that supervisor delegation is positively related to employees’ promotive and prohibitive voice behavior. Promotive voice significantly influences perceived workplace inclusion, but prohibitive voice behavior was not found to have any impact on perceived workplace inclusion. Moreover, both dimensions of voice behavior, i.e., promotive and prohibitive voice behavior, significantly mediate the relationship between supervisor delegation and perceived workplace inclusion.
Highlights
Work environments are changing in response to rapid innovation, competition, and longterm sustainability
Complex workplace settings require employees to perform beyond their formal job descriptions and engage in extra-role behaviors [3]
Organizational sustainability is enhanced by employees who go beyond their formal job descriptions [4]
Summary
Work environments are changing in response to rapid innovation, competition, and longterm sustainability. The increasingly globalized work environment has encouraged organizations to continuously adapt, learn, and innovate for both long-term survival and better organizational performance [1]. Organizations’ external environments have become highly uncertain as a result of market competitiveness and deregulation policies, which have threatened organizational sustainability [2]. Complex workplace settings require employees to perform beyond their formal job descriptions and engage in extra-role behaviors [3]. Organizations want to ensure their long-term viability in order to keep ahead of their competitors. Organizational sustainability is enhanced by employees who go beyond their formal job descriptions [4]. Today’s dynamic and uncertain business environment has increased the importance of proactive behaviors for organizations’ long-term sustainability, change
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