The Antecedents Of Employee’s Performance On Voice Behaviour (EPVB): An Empirical Study Of Secondary School Teachers In Tanzania

A pleasant employer and employee relationship is regarded as essential for enhancing an employee’s performance on voice behaviour.Therefore,for the purpose of generally acquiring knowledge on an employee’s performance on voice behaviour in the relationships of employeremployee,trust is of the greatest meaning.Employees tend to be influenced by trust in exercising voice behaviour that in turn enhances durability and prosperity of organizations.This study aimed at finding answers to the main four(4)questions:(1)what are the main factors influencing an employee’s voice behaviour in the dyadic relationship of employer and employee?(2)What are the main factors influencing trust in the dyadic relationship of employer and employee?(3)Do the key factors influencing trust in the dyadic relationship of employer and employee have a direct effect on an employee’s voice behaviour?(4)Do the key factors influencing trust in the dyadic relationship of employer and employee have an indirect effect on employee’s voice behaviour?The governing hypotheses for this study are developed based on social exchange theory;relational contract theory as well as on empirical studies.The aforementioned theories are suitable since the relationships of employer and employee can be better explained with such theories.The Tanzanian education sector based on secondary schools teachers is cited as an empirical setting for this study.Therefore,this study bases on dyadic relationships of employer and employee in the education sector.Hence,it bases on the relationship between an employer and secondary school teacher as an employee within secondary schools of Tanzania.Based on Smart PLS and by using nine hundred and sixteen(916)secondary school teachers on behalf of other employees on employer-employee relationships it can be noted that solid support was established for employer opportunism;cooperation and information sharing as factors influencing trust.Similarly,trust;employer opportunism;cooperation;information sharing and empowerment portray a significant support as factors attributing to an employee’s performance on voice behaviour.However,based on findings it can be argued that employer opportunistic behaviour is the root causes of mistrust and poor performance on an employee’s voice behaviour in employer-employee relationships.The study also reveals support for the mediating role of trust between some influential factors(employer opportunism;cooperation;information sharing)and employee’s performance on voice behaviour as a dependent factor.For instance,the study reveals strong support for the mediating role of trust between information sharing and employee’s performance on voice behaviour;cooperation and employee’s performance on voice behaviour and opportunism and employee’s performance on voice behaviour.Generally,the study adds and confirms the applicability of social exchange theory and relational contract theory in explaining employee’s performance on voice behaviour.