Allies Or Threats?Research On Influence Mechanism Of Employee Competence On The Consequnence Of Voice

With the acceleration of economic globalization,competition is getting fiercer across industries.Relying solely on the knowledge and information stored by managers is not enough to cope with the increasingly complex operating environment faced by the organization.In such a context,it is particularly important to motivate employees to actively make suggestions to the organization.However,there is such a dilemma in the real organization:even if the subordinates are outspoken,the superiors do not accept good advices.The neglect of the leader will not only reduce the initiative of subordinates,but even lead to the wrong decision-making of the organization.Whether the leader can give the employee voice correct evaluation,has a significant influence on whether voice behavior plays a role and the behavior of employee after voice.Therefore,to explore the causes and effects of voice behavior results in organizations and how to effectively prevent and intervene negative voice behavior results in organizations is an urgent issue concerned by the industry and academia.It is found that individual character is an important factor to influence the result of employee voice behavior.However,there is still no clear discussion on the mechanism of how the competence influence on voice consequences.There is the black box of the influence mechanism of competence to voice consequences.In theory,it restricts the understanding and mastery of the results of the voice behavior in the academic circle,and in practice,it leads to negative effect of the management practice on the prevention measures of employee voice behavior.Therefore,this study based on social comparison theory and resource conservation theory,and is designed through a moderated mediation model to analyze the mechanism how competence to impact on the consequence of voice.At first,we reviewed and summarized the previous studies on competence,perceived benefit to resources,perceived threat to hierarchy,power distance,voice endorsement and performance evaluation.Secondly,on the basis of previous literature review,the theoretical hypothesis of this study is put forward.Then,collect relevant data through two experiments,using SPSS 21.0 for data analysis and hypotheses test.Finally,in combination with the research,we draw some valuable conclusions and explained in terms of theoretical and practical significance,also we summarized deficiencies in the research and the prospects of the follow-up research.The conclusions of this study are as follows:(1)employee competence positively related to perceived benefit to resources;(2)employee competence positively related to perceived threat to hierarchy;(3)perceived benefit to resources plays a mediating role in the employee competence to influence voice endorsement and performance evaluation;(4)perceived threat to hierarchy plays a mediating role in the employee competence to influence voice endorsement and performance evaluation;(5)power distance moderated the relationship between employee competence and perceived benefit to resources,that is,the lower power distance,the stronger the relationship;(6)power distance moderated the relationship between employee competence and perceived threat to hierarchy,that is,the higher power distance,the stronger the relationship;(7)power distance moderated the mediated relationship through perceived benefit to resources,that is,the lower power distance,the stronger the mediated relationship;(8)power distance moderated the mediated relationship through perceived threat to hierarchy,that is,the higher power distance,the stronger the mediated relationship.