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

journal contribution
posted on 2018-01-01, 00:00 authored by X Hu, Zhou (Joe) 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

Issue

5

Pagination

746 - 771

Publisher

Routledge

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