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

Xiaowen Hu, Zhou Jiang

Research output: Contribution to journalArticlepeer-review

80 Citations (Scopus)


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.

Original languageEnglish
Pages (from-to)746-771
Number of pages26
JournalInternational Journal of Human Resource Management
Issue number5
Early online date16 Nov 2016
Publication statusPublished - 9 Mar 2018


Dive into the research topics of 'Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in management'. Together they form a unique fingerprint.

Cite this