Badru Akinjide F, Karadas Georgiana, Olugbade Olusegun A, Hassanie Souad
Department of Business Administration, Faculty of Economics and Administrative Sciences, Cyprus International University, 99258, Lefkoşa, TRNC, Via Mersin 10, Turkey.
Global Banking School and Canterbury Christ Church University, Universal Square, Devonshire Street North, Manchester M12 6JH, United Kingdom.
Heliyon. 2024 Sep 11;10(19):e37795. doi: 10.1016/j.heliyon.2024.e37795. eCollection 2024 Oct 15.
The focus of this research is to investigate the factors that influence employee voice behaviour by examining the integration of high-performance work systems, stewardship climate, and trust in supervisor. Drawing on social exchange theory and leader-member exchange, this study investigates the positive relationship between trust in supervisor, high-performance work systems, stewardship climate and employee voice. Data were collected in three stages from 376 Nigerian telecommunications customer-contact employees. Partial Least Squares-Structural Equation Modelling was used to test the dataset. The findings indicate that high-performance work systems have a favourable association with employee voice, while stewardship climate has an adverse correlation with employee voice. Moreover, trust in supervisor is found to mediate and enhance the favourable relationship between high-performance work systems, stewardship climate, and employee voice. The relevance of this study to service industries, management research, and its practical implications is discussed.
本研究的重点是通过考察高绩效工作系统、管理氛围和对上级的信任的整合情况，来探究影响员工建言行为的因素。基于社会交换理论和领导-成员交换理论，本研究调查了对上级的信任、高绩效工作系统、管理氛围与员工建言之间的正向关系。数据分三个阶段从376名尼日利亚电信客户服务员工中收集。采用偏最小二乘结构方程模型对数据集进行检验。研究结果表明，高绩效工作系统与员工建言呈正相关，而管理氛围与员工建言呈负相关。此外，研究发现对上级的信任在高绩效工作系统、管理氛围和员工建言之间起中介作用，并增强了它们之间的正向关系。文中还讨论了本研究对服务业、管理研究的意义及其实际应用。
