The Influence Of Employee Voice Behavior On Supervisor Reward Recommendations:A Moderated Mediation Model

Employee voice behavior is regarded as the important intellectual resources for the decision-making of supervisor,the driving force for organizational learning and innovation,and the reliable guarantee for organizational performance improvement.In view of the importance of employee voice behavior to the organization,the research about employee voice behavior has always been a key concern of managers and academic researchers.Based on the theory of social exchange,our study constructs a model of the mechanism of "employee behavior-supervisor perception-supervisor reward" based on the logic of "stimulus-psychological cognition-behavior".Our paper takes the employee voice behavior as the independent variable,regards the supervisor reward recommendations as the outcome variable,explores the relationship between the two,and tests the intermediary role of supervisor perception of employee loyalty and supervisor perception of employee ability.In addition,we also explore the role of employee political skills in the adjustment of the relationship of the employee voice behavior and supervisor perception of employee loyalty and ability.Through data analysis,it is found that:(1)employee voice behavior,supervisor perception of employee loyalty and ability can have a positive impact on supervisor reward recommendations.(2)employee voice behavior can significantly positively affect supervisor perception of employee loyalty and ability.(3)supervisor perception of employee loyalty and ability has a partial intermediary role between employee voice behavior and supervisor reward recommendations.(4)the political skills of employee can positively adjust the relationship between employee voice behavior and supervisor perception of loyalty,and the adjustment of the political skills of employees between the employee voice behavior and supervisor perception of employee ability is not valid.(5)employee political skills are positively adjusting the indirect relationship between employee voice behavior and supervisor reward recommendations through supervisor perception of employee loyalty and employee political skills cannot regulate the indirect relationship between employee voice behavior and supervisor reward recommendations through supervisor perception of employee ability.