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Abstract
Purpose – We investigated how thriving at work and ethical leadership affects the employee psychological well-being. Further, we also examined the mediating role of voice behaviour between thriving at work and employee psychological well-being as well as ethical leadership and employee psychological well-being. Research methodology – A quantitative research method was utilized to collect data from employees of a telecommunication company. SPSS and Process Macro were used for data analysis. Findings – Results demonstrated that thriving at work and ethical leadership are positively associated with employee psychological well-being. Furthermore, the employee voice behaviour acts as a mediator between thriving at work, ethical leadership and employee well-being. Research limitations – All of the data in this study were collected from single source i.e., employees of information technology industry and also specific to a metropolitan city like Lahore. Further, study has a very limited representation of the females. Practical implications – the findings suggest that organizations should create such an environment where managers are able to have positive verbal interactions with employees that may facilitate their well-being and makes them satisfied with their jobs. Originality/Value – This study is one of the first studies to investigate the association between voice behaviour, thriving at work, employee psychological as well as psychological well-being.
Highlights
We propose that voice behavior may be a significant mediator that describes how thriving at work and ethical leadership interprets into better employee psychological well-being
The main objective of this research is to empirically test the mechanism through which employee voice behavior mediates the relationship between two independent variables thriving at work, ethical leadership and a dependent variable employee psychological well-being at workplace
Results of our study indicated that thriving has a positive relationship with employee voice behavior which coincides with the findings of Abid (2016), which reflected that employee thriving was positively related to their constructive voice behavior
Summary
Voice behavior is often considered to be significant in the organizations because nowadays organizations depend on innovative ideas and rapid response to grow in the ever-changing. Even though the existing models to voice acknowledged that employees should share their ideas about the organizational errors (Morrison, 2011; Detert & Burris, 2007), the recently extended work has emphasized more on the role of leaders in encouraging their employees to raise their concerns and voices (Liu, Zhu, & Yang, 2010; Edmondson, 2003)
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