Research On The Effects Of Supervisor-Subordinate Guanxi On Employee Voice Behavior

In the time of knowledge economy, stimulate innovative ideas and viewpoints within the organization and find the problems of the organization are very important. Organizations also want employees to contribute their wisdom actively, and provide the advice and suggestions for improvement the organization performance. However, due to the bondage of Chinese traditional concept and the challenging feather of voice behavior, in real life employees often choose to "know without speaking." In the Chinese context, employee voice, as a kind of interpersonal communication is influenced by culture of "guanxi". In the enterprise, the most important relationship is the "superior-subordinate guanxi," including both the working relationship and non-working relationship. It is the most interpersonal variables with Chinese characteristics. Supervisor-subordinate guanxi have a deep impact on work attitude and work behavior of employees, thereby affecting the employees' trust in leadership. Additionally, power distance, one of the important dimensions of values will have a huge impact on staff, even if the superior-subordinate guanxi is well, employees may also remain silent because of the higher personal power distance orientation. And China is a typical high power distance orientation country, study the effect of power distance orientation on employee voice behavior is necessary. Therefore, this article attempts to start from the local context, research on the effects of supervisor-subordinate guanxi on employee voice behavior. And verify the mediating role of trust in leader and the moderating role of power distance orientation.Based on the literature review and summary above, clarify the definition and impact of superior-subordinate guanxi, trust in leader, power distance orientation and voice behavior. And this study constructs the mechanism model of supervisor-subordinate guanxi-trust in leader-power distance orientation and employee voice behavior on the basis of literature review. And collect the data through questionnaire, analyses with SPSS 19.0 and Lisrel8.7, the research conclusion as followed:(1) The impact of demographic variables. Age, length of service in the organization and positions have a significant impact on voice behavior.(2) Superior-subordinate guanxi have a positive effect on the voice behavior. Specifically. Affective attachment, personal life inclusion have a positive effect on prohibitive voice behavior:And affective attachment, personal life inclusion and deference to supervisor have a positive effect on promotive voice behavior. However, there is no significant relationship between deference to supervisor deference and prohibitive voice behavior.(3) Supervisor-subordinate guanxi have a significant positive effect on trust in leader. Specifically, the affective attachment, deference to supervisor have a significant positive effect on trust in leader, but personal life inclusion have no significant effect on trust in leader. Trust in leadership have a significant positive impact on voice behavior, and the effect on prohibitive voice is stronger than promotive voice behavior. Trust in leader is a partial mediator between supervisor-subordinate guanxi and voice behavior.(4) Power distance orientation has a positive moderating effect on the liner relationship between supervisor-subordinate guanxi and voice behavior. The higher power distance orientation staff are, the stronger supervisor-subordinate guanxi influence on voice behavior.