Research On The Mechanism Of The Impact Of Career Calling On Employee Voice Behavior

The fast pace and high pressure of modern workplaces make people tired of achieving various performance indicators.The brain is often in a state of high speed.They are eager to return to their hearts and think about the meaning and value of work to achieve career success.In the wave of extremely rapid market update iterations,companies must open their minds to obtain comprehensive and timely information,and relying on traditional performance assessment and other incentives to stimulate employee voice behavior has been difficult to achieve.At present,post-90s and post-95s employees have become the backbone in the workplace by degrees.In their work,they pay more attention to soft factors such as corporate culture and work experience.Making employees realize their ideals and hold enthusiasm in their careers is an optional way for companies to break through the siege.As a kind of ideal and conviction of employees,career calling is of great significance to the development of individuals and enterprises.The empirical research on career calling is relatively scarce,and it is still in the exploratory stage in China.Although it is currently considered that career calling may have an impact on employee voice behavior,The mechanism awaits further study.There is a trickle of career calling in the long river of culture in our country.Exploring the impact of career calling on employee voice behavior in local context is expected.Therefore,this research is based on self-determination theory and planned behavior theory as the main theoretical support,supplemented by role theory and conservation of resource theory,by means of research methods such as questionnaire,survey literature research and statistical analysis,this study constructs a theoretical model consisting of four variables:career calling,perceived insider status,employee political skill and employee voice behavior.A total of 446 questionnaires were collected in the context of Chinese enterprises,and hypothesis tests were performed using SPSS 25.0 and MPLUS 7.4.This study combines multiple theories to expand the perspective of theoretical interpretation of career calling to employee voice behavior,explores the effectiveness of career calling in the Chinese context,and enriches the study of the mediation mechanism and boundary condition of the model This research is dedicated to help employees to make voice behavior at the level of both the company's human resource management practices and employee personal to elevate the performance of both enterprises and individuals.The conclusions are as follows.Firstly,career calling has a positive predictive effect on employee voice as well as the promotive voice and the prohibitive voice as the two dimensions of it.Secondly,perceived insider status acts as a partial mediating role between career calling and employee voice behavior and its two dimensions.Career calling has a positive predictive effect on perceived insider status;Perceived insider status has a positive predictive effect on employee voice behavior and its two dimensions.Thirdly,employee political skill can positively moderate the positive correlation between perceived insider status and employee voice behavior and its two dimensions.From the above conclusions,the following management recommendations can be drawn:firstly,tapping the traditional culture of our country,and paying attention to the value of career calling;secondly,the company promotes the career calling of employees in terms of recruitment,corporate culture,training and incentives,and employee career planning;The third is to improve employees' perceived insider status from the perspective of building a harmonious organizational atmosphere,a managerial perspective,and a good corporate image.The fourth is to improve the employees'political skill through the management practices of human resources departments and the deliberate practice of employees.