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Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in management

Version 2 2024-06-13, 10:26
Version 1 2017-03-04, 02:08
journal contribution
posted on 2024-06-13, 10:26 authored by X Hu, Z Jiang
This study examined how employee-orientated human resource management (EOHRM) is related to Chinese employees’ voice. Drawing on the trust literature, we developed and tested an integrative model that involves the mediating role of trust in management in the effect of EOHRM on voice behavior and the moderating role of employees’ moral identity in the EOHRM effects. Data were collected from 251 employees from a variety of occupations in China. Bootstrap-based regression analyses were used to test the research model. Results showed that trust in management partially mediated the relationship between EOHRM and voice behavior. The effect of EOHRM on trust in management and the indirect effect of EOHRM on voice behavior via trust were stronger in employees with higher rather than lower levels of moral identity. These findings suggest that organizations may promote employee voice by implementing HR policies and practices that focus on employees’ personal and family needs and consider employees’ moral identity.

History

Journal

International journal of human resource management

Volume

29

Pagination

746-771

Location

Abingdon, Eng.

ISSN

0958-5192

eISSN

1466-4399

Language

eng

Publication classification

C1.1 Refereed article in a scholarly journal

Copyright notice

2016, Informa UK

Issue

5

Publisher

Routledge