TY - JOUR
T1 - Employee-oriented HRM and voice behavior
T2 - a moderated mediation model of moral identity and trust in management
AU - Hu, Xiaowen
AU - Jiang, Zhou
PY - 2018/3/9
Y1 - 2018/3/9
N2 - 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.
AB - 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.
KW - Employee-oriented HRM
KW - moral identity
KW - trust in management
KW - voice behavior
UR - http://www.scopus.com/inward/record.url?scp=84995427045&partnerID=8YFLogxK
U2 - 10.1080/09585192.2016.1255986
DO - 10.1080/09585192.2016.1255986
M3 - Article
AN - SCOPUS:84995427045
SN - 0958-5192
VL - 29
SP - 746
EP - 771
JO - International Journal of Human Resource Management
JF - International Journal of Human Resource Management
IS - 5
ER -