|
Authors Yu-Hsuan Wang, Nai-Wen Chi, Fu-Chen Kuo & Yi-Chun Chen
Pages 43–62
Keywords Organizational embeddedness, Work engagement, Positive moods, Voice behavior, Leader-member exchange (LMX) |
How to Cite Wang, Y.-H., Chi, N.-W., Kuo, F.-C. & Chen, Y.-C. (2023). Why embedded employees speak up? Exploring the dual energized-to pathway linking organizational embeddedness to challenging and supportive voice, and moderating role of LMX. Management Review, 42(4), 101–121. https://doi.org/10.6656/MR.202310_42(4).ENG003
|
Abstract
Purpose – Drawing on the perspective of energized-to pathway of proactivity, we explore “how” and “when” organizational embeddedness increases employees’ challenging voice and supportive voice via the dual energized-to pathway (i.e., enhanced work engagement and positive moods). In addition, we also examine whether leader-member exchange (LMX) act as a critical boundary condition.
Design/methodology/approach – We collected data from 448 employee-supervisor pairs at two different time points. We conduct path analysis and Monte Carol Simulation method to examine the hypotheses.
Findings – organizational embeddedness positively predicts employees’ challenging voice behavior through enhanced work engagement. Moreover, organizational embeddedness positively predicts employees’ supportive voice behavior through increased positive moods. Importantly, these positive indirect effects are strengthened when employees have high LMX with their supervisors. However, these indirect effects become non-significant when their levels of LMX are low.
Research limitations/implications – Future research could collect data via multiwave design or cross-lagged panel analysis.
Practical implications/Social implications – The organization shall enhance employees’ organizational embeddedness and the relationship between employees and supervisors to increase the vigor of the employees.
Originality/value – This study (1) shows the organizational embeddedness is one of the critical proactive behaviors, (2) clarifies the connotation of energized-to pathway of proactivity, and (3) indicates that LMX is the key which could raise the voice behavior of high organizational embeddedness employees.