The High-Performance Work System, Employee Voice, and Innovative Behavior: The Moderating Role of Psychological Safety

被引：48

作者：

Miao, Rentao ^{[1
]}

Lu, Lu ^{[1
]}

Cao, Yi ^{[2
]}

Du, Qing ^{[3
]}

机构：

[1] Capital Univ Econ & Business, Sch Labor Econ, Beijing 100070, Peoples R China

[2] Peking Univ, Sch Psychol & Cognit Sci, Beijing 100871, Peoples R China

[3] Capital Univ Econ & Business, Sch Foreign Studies, Beijing 100070, Peoples R China

来源：

INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH | 2020年 / 17卷 / 04期

关键词：

high-performance work system; employee innovative behavior; voice behavior; psychological safety; ORGANIZATIONAL PERFORMANCE; SOCIAL-EXCHANGE; LEADERSHIP; CREATIVITY; CLIMATE; MODEL;

D O I：

10.3390/ijerph17041150

中图分类号：

X [环境科学、安全科学];

学科分类号：

08 ; 0830 ;

摘要：

In this study, we examined the associations of the high-performance work system (HPWS) with employee innovative behavior, and tested a theoretical model in which these associations were mediated by employee voice (promotive and prohibitive voice) and moderated by psychological safety. Matched data were collected from 46 HR (Human Resource) managers and 374 full-time employees from 46 companies in China with multi-source and time-lagged techniques. We found that the HPWS is associated with employee behavior. Both the promotive voice and prohibitive voice partially mediate the relationship between HPWS and employee innovative behavior. Psychological safety moderates the relationship between HPWS and the promotive voice. However, psychological safety does not moderate the relationship between HPWS and the prohibitive voice. Furthermore, psychological safety moderates the mediation effect of the promotive voice between HPWS and employee innovative behavior. We discuss the theoretical and practical implications of these findings.

引用

页数：17

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