Research On The Influence Of Leadership Empowerment Behavior On Employee Voice Behavior

In the organization and management practice in China,the following organizational phenomena often appears: employees do not dare to raise objections in the face of leadership proposals,or remain silent in the face of organizational resolutions.The harmony and integration of “surface” often obscures the shortcomings and loopholes in the process of organizational practice and development,which may lead to an excellent idea not being shared,a good proposal not being adopted,and even the opportunity for the company to miss the change and development.What is the reason for employees to give up their opinions? Is it because of fear of leadership,lack of self-confidence in one's ability,or negative expectations of publishing inconsistent views? Interpretation of the above questions helps to further explain the “advice” and “silence” phenomena in the organization.In the context of Chinese organization,leader is both the main target of the speech and the distributor and controller of the internal resources of the organization.Therefore,the leadership factor is the key factor affecting the employee's suggestion.The traditional Chinese Confucianism and the concept of "home" have made the concept of high power distance and totalitarianism deeply rooted.The harsh "pyramid structure" deviates from the rapid development requirements of enterprises in the new era and the psychological demands of the new generation of employees to express their opinions equally.Therefore,it is necessary to discuss the delegation of authority and decision-making authority,that is,the influence of leadership empowerment behavior on employee behavior.At present,there is no comprehensive and systematic discussion on the impact of leadership empowerment behavior on employee voice behavior,but it is not examined how leadership empowerment behavior affects employee voice behavior through psychological security and perceived insider status.Based on the theory of social exchange and cognitive consensus,this paper constructs a theoretical relationship model of leadership empowerment behavior,psychological security and perceived insider status,and employee engagement behavior,and surveys of 320 employees from different regions.The obtained sampledata uses the statistical software to test the relationship between the leadership empowerment behavior and the employee voice behavior,and explores the mediating role of psychological security and internal human identity perception.The results show that the leadership empowerment behavior has a significant positive impact on the employee's overall behavior,promotion and inhibition.The leadership empowerment behavior can positively influence the psychological security and internal identity perception security,which partly mediate the relationship between leadership empowerment behavior and employee voice behavior.Finally,based on the systematic research of the results,this paper puts forward corresponding management strategies and points out the shortcomings of this research.Also,it provides feasible suggestions for future research development in this area.