The influence of perceived employee voice on organizational commitment: An exchange perspective
Using exchange theory, this study examines how perceptions of employee voice, the employee-line manager relationship, and trust in senior management are related to organizational commitment. It is hypothesized that the direct relationship between perceptions of opportunities for employee voice and organizational commitment is mediated by the longer-term effects of the perceived employee-line manager relationship and trust in senior management. Multiple regression analysis of a sample of 2,291 employees in organizations undergoing significant change finds some support for this hypothesis, highlighting in particular the importance of trust in senior management as a partial mediator of the relationship between employee voice and organizational commitment.
This is the peer reviewed version of the following article: [The influence of perceived employee voice on organizational commitment: An exchange perspective. Human Resource Management 50, 1 p113-129 (2011)], which has been published in final form at https://doi.org/10.1002/hrm.20404. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Use of Self-Archived Versions: https://authorservices.wiley.com/author-resources/Journal-Authors/licensing/self-archiving.html#3.
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Work Title | The influence of perceived employee voice on organizational commitment: An exchange perspective |
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License | In Copyright (Rights Reserved) |
Work Type | Article |
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Publication Date | January 26, 2011 |
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Deposited | September 12, 2023 |
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