Research On The Influencing Mechanism Of Perceived Organizational Support On Employees’ Voice

Nowadays, when the competition gets fiercer, the collective intelligencebecomes more important. Thus, organizations start to notice the extra-role behaviorsof employees. They have paid more attention to employees’ voice, which is a kind oforganizational citizen behaviors. Based on the study of the influencing factors, suchas individual, organization and leadership, scholars have found that cognitive factorsplay an important role in voice mechanism.Social exchange theory investigates the role of psychological factors in people’sbehavior and perceived organizational support theory is about employees’ overallfeeling about whether his organization values his contribution and cares his interest.The psychological mechanism behind perceived organizational support is the socialexchange between employees and organizations. This study has reviewed the relativeliterature, and has explored relationship among variables. Based on perceivedorganizational support theory and social exchange theory, we build the researchframework. This article discusses the influence mechanism of how perceivedorganizational support impacts employees voice. At the same time, it analyses themediating effect of organizational commitment and the moderating effect ofexchange ideology, further revealing the black box between perceived organizationalsupport and employees’ voice.We issued questionnaires to231employees from different areas, differentindustries and different positions. By SPSS19.0and AMOS17.0, we doone-samples test, correlation analysis and regression analysis to the data, and theresult shows as follows: firstly, perceived organizational support has positiveinfluence on employees’ voice; secondly, perceived organizational support has positive influence on organizational commitment; thirdly, organizationalcommitment has positive influence on employees’ voice; fourthly, organizationalsupport plays mediating role on the relationship of the independent variable anddependent variable, that is, perceived organizational support and employees’ voice;fifthly, exchange ideology has moderating effect on the relationship of theindependent variable and dependent variable, that is, perceived organizationalsupport and employees’ voice. By the hypothesizes, it can be seen that on one hand,perceived organizational support affects employees’ voice directly, and in thisprocess, exchange ideology plays a negative regulation role. On the other hand,perceived organizational support affects employees’ voice indirectly by affecting onorganizational commitment firstly. At last, this article discusses the result of dataanalysis, proposing relative management suggestions as well as pointing out someshortcomings of this study.