The Multilevel Study on the Impact of High-Performance Human Resource Practices on Employees' Voice Behavior: A Moderated Mediation Model

被引：5

作者：

Liu, Yuanyuan ^{[1
]}

Liu, Dongxu ^{[1
]}

Du, Hui ^{[2
]}

Liu, Shuzhen ^{[2
]}

Zhou, Xiaoxue ^{[3
]}

机构：

[1] Beijing Inst Technol, Sch Management & Econ, Beijing, Peoples R China

[2] Beijing Union Univ, Management Coll, Beijing, Peoples R China

[3] Beijing Jiaotong Univ, Natl Transportat Dev Inst, Beijing, Peoples R China

来源：

FRONTIERS IN PSYCHOLOGY | 2022年 / 13卷

关键词：

high performance human resource practices; voice behavior; perceived insider status; voice efficacy; multi-level; SYSTEMS;

D O I：

10.3389/fpsyg.2022.792329

中图分类号：

B84 [心理学];

学科分类号：

04 ; 0402 ;

摘要：

Based on the social identity theory, the relationship and influencing mechanism between high-performance human resource practices (HPHRPs) and employees' voice behavior were explored by constructing a moderated mediation model, and the relationship between the field of human resources and the field of organizational behavior was also established. Through 1,178 paired samples of supervisor-employee survey and multilevel linear model analysis technology, it was found that (1) HPHRPs had a positive impact on employees' voice behavior; (2) perceived insider status played a mediating role between HPHRPs and voice behavior; (3) voice efficacy played a moderating role between perceived insider status and voice behavior; and (4) voice efficacy played a mediating role in the relationship between "HPHRPs-perceived insider status-voice behavior."

引用

页数：9

共 35 条

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