The Effects Of Feeling Trusted From Supervisor On Employees’ Voice Behavior

Trust is an important component of interpersonal relationships within an organization.It helps to maintain harmony and stability within the organization,and it also stimulates employees’ positive attitudes and behaviors.In the organization,the large number of ordinary employees has an important impact on the development of the organization,so trust,especially organizational trust,is closely watched by scholars.In interpersonal trust relationships,Trusting and feeling trusted are a pair of corresponding concepts,but there are essential differences between them.Trust is an active behavior of employees based on positive expectations of others.It is the sender of actions,that is,truster.Feeling trusted is a kind of employees’ cognition and understanding of others’ trust on himself,and is the recipient of actions.That is,trustee.At present,scholars have studied the impact of trust and its mechanism from the perspective of employees,namely Truster,but there is a relative lack of exploring the impact of feel trust from the perspective of trustee.In addition,when studying the impact of feeling trusted and its mechanism,scholars fail to consider behaviors with high risk,such as voice behavior.Voice behavior helps to promote organizational performance and organizational reform,and is of great significance to the long-term development of the organization.The research on the voice behavior in the past decade has also become increasingly rich.Considering that the superior is the direct object of employees’ voice behavior and the important position of the superior in the organization,employees’ feeling trusted from supervisors will undoubtedly have an important impact on their voice behavior.Therefore,this paper will analyze the impact of feeling trusted from supervisors on employees’ voice behavior and its mechanism from the perspective of trustee.Based on the theory of leadership-member exchange,this paper analyzed the relationship between feeling trusted from supervisors and employees’ voice behavior,and proposed and explained the mediating role of psychological safety based on social exchange theory.Based on social cognitive theory and self-evaluation perspective,this paper proposed and explained the mediating role of self-efficacy,and the moderating role of power distance based on the individual-context interaction perspective.Finally,the theoretical model is formed by integrating the hypotheses.Based on the data of 520 field questionnaires,using SPSS19.0 and Mplus7.4 statistical software,the regression analysis and Bootstrap and other statistical analysis methods were used to empirically test the research model proposed in this paper.The empirical results show that feeling trusted from supervisors has positive influence on employee’s voice behavior;psychological safety and self-efficacy also play a mediating role in feeling trusted from supervisors and employee’s voice behavior;Power distance positively moderates the relationship between feeling trusted from supervisors and employees’ psychological security,that is,the higher the power distance of employees,the stronger the effect of feeling trusted from supervisors on employees’ psychological safety,and vice versa.Power distance positively moderates the relationship between feeling trusted from supervisors and employees’ self-efficacy,that is,the higher the power distance of employees,the stronger the effect of feeling trusted from supervisors on self-efficacy,and vice versa.Finally,based on the results of empirical analysis,this paper discusses the theoretical significance of this study and proposes corresponding management recommendations.