Perceived voice and turnover intention: The mediating roles of two different affective commitments

Abstract

This study examines the relationship between perceived voice and turnover intention. The proposed hypotheses are tested with a sample of 274 employees in Mainland China. The results show that perceived voice is negatively related to turnover intention. And as independent negative predictors of turnover intention, both affective organizational commitment and affective commitment to immediate supervisor mediate the relationship between perceived voice and turnover intention. Another finding is that benevolent leadership, an important leadership, not only moderates the relations between perceived voice and affective organizational commitment, also predicts affective commitment to supervisor. The results also shed light on the controversial relations between affective commitment to supervisor and turnover intention. Theoretical and practical implications are discussed.