An Impact Of Workplace Friendship On Voice Behavior And Feedback-seeking Behavior

Whatever competition within people or within enterprises,they are more and more hard.How to stand out from the intensified competition,we need to be adapted in the changing external environment.The resource of the creation and innovation comes from the intelligence of human beings.How to dig out the talents from organization and drive them to use their intelligence to give ideas or advice for organization is becoming an important theme in human resources field.In the meantime,employees like us have an ambition to be successful.The organization can become successful complement with the success of employee,so when organization receive the advice,employees expressed their intelligence.We positive employees are always reminding,engaging and improving our own behaviors,but how to get the resource of improvement and the evaluation of the improvement,this needs feedback from others which called feedback-seeking behavior.This combined with voice behavior is a pair of behaviors,and this is the common topic of human resource and academic research.But what kind of people and in which condition is better to give advice for organization or other people?Or ask for feedback from other staff?West researchers researched the antecedents on following two aspects.Factors of the internal individual person level including Demographics(Janssen,de Vris&Cozijnsen,1998)?individual personality and cognitive style(LePine&Van Dyne,2001)and organizational justice(Withey&Cooper,1989);on the other side is factors of organization level including the relationship between managers and employees,organizational ambient and type and so on.According to the exist research,it cannot explain the voice behavior and feedback-seeking behavior comprehensively yet.In enterprise organization,employee is not working individually,however they have communicated with colleagues frequently,so the effect of interpersonal communication to voice behavior and feedback-seeking behavior is the attention of this research topic.After literature review,introduce the concept of "workplace friendship" to discuss the interpersonal communication factor,it means if the workplace friendship has significant impact on the voice behavior and feedback-seeking behavior.For better understand the mechanism of action on the workplace friendship effecting the voice behavior and feedback-seeking behavior,the research introduced the concept of Internal status cognition to discuss if it has mediating effect between workplace friendship and the voice behavior and feedback-seeking behavior.In the meantime,the research tries to recognize if other variables have regulated function for the primary effect or secondary effect.The research used the method of questionnaire survey,and conduct the survey people with different level of position based on the mature scales which already developed by scholar.Then I got the 335 effective questionnaire surveys,and did statistical analysis,correlation analysis and regression analysis.Verified the primary effect that Workplace Friendship has significant positive effect on Voice behavior and Feedback-seeking behavior,and verified the mediating variable Internal status cognition between Workplace Friendship and Voice behavior.Analyze the second half effect and proved the negative variable justice variable Atmosphere of difference and Partiality tendency of hypothesis is true.As the result,the hypothesizes the research raised were true except the mediating variable Internal status cognition between Workplace Friendship and Feedback-seeking behavior.The thesis has special following innovation points.Firstly,Voice behavior and Feedback-seeking behavior are co-existence as the input and output sides.Study them together that can reveal the internal operating rule and the impacted factors effectively.It is enriched the research scope in the field.Secondly,based on the factors in real working environments as research variation,study the impacted mold Workplace Friendship versus Voice behavior and Feedback-seeking behavior by questionnaire survey.The result has significant meaning for the development of individual person and organization.According to the research conclusion,raise some advice for the management.If we want employee to express the voice behavior for helping improvement on organization and staff,we need to guide staff to develop friendship with colleagues.The precondition of friendship development is setup surroundings of the atmosphere of organization,let everyone feel it is the part of collectivity,it is internal status cognition.In the meantime,we need to avoid use trusted followers,and have not tendency on the arrangement of resource,work and benefit.Then it can make cohesive force,to develop workplace friendship and improve individual person and organization performance via the voice behavior and feedback-seeking behavior.