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Two Mechanisms of Collectivist’s Voice Behavior: Felt Obligation and Organizational Identification
| DC Field | Value | Language |
|---|---|---|
| dc.contributor.advisor | Yonjeong Paik | - |
| dc.contributor.author | XIE GUANHUI | - |
| dc.date.accessioned | 2019-04-01T16:42:23Z | - |
| dc.date.available | 2019-04-01T16:42:23Z | - |
| dc.date.issued | 2019-02 | - |
| dc.identifier.other | 28381 | - |
| dc.identifier.uri | https://dspace.ajou.ac.kr/handle/2018.oak/15216 | - |
| dc.description | 학위논문(박사)--아주대학교 일반대학원 :글로벌경영학과,2019. 2 | - |
| dc.description.tableofcontents | 1. Introduction 1 2. Literature Review 7 2.1 Voice behavior 7 2.1.1 Definitions of voice 7 2.1.2 Antecedents of voice 10 2.2 Collectivism 14 2.2.1 Definitions of collectivism 14 2.2.2 Consequences of collectivism 16 2.3 Felt obligation 19 2.3.1 Definitions of felt obligation 19 2.3.2 Predicators and consequences of felt obligation 20 2.4 Organizational identification 22 2.4.1 Definitions of organizational identification 22 2.4.2 Predictors and consequences of organizational identification 23 2.5 Psychological Safety 25 2.5.1 Definitions of psychological safety 25 2.5.2 Predictors of psychological safety 26 2.5.3 Psychological safety and individual’s behavior 27 3. Theory and Hypotheses 29 3.1 Collectivism and Voice Behavior 29 3.2 The Mediating Effect of Felt Obligation 31 3.3 The Mediating Effect of Organizational Identification 33 3.4 The Moderating Effect of Psychological Safety 34 4. Research Methodology 37 4.1 Sample and Data Collection Procedure 37 4.2 Measures 39 4.3 Analytic Strategy 43 5. Results 45 5.1 Descriptive Statistics and Correlation Matrix 45 5.2 Main and Mediating Effects 45 5.3 Moderating Effects 48 5.4 Post Hoc Analyses 50 6. Discussion 54 6.1 Theoretical Contributions 54 6.2 Practical Contributions 58 6.3 Future Research Directions 61 6.4 Limitations 63 6.5 Conclusion 64 Reference 75 Appendix 95 | - |
| dc.language.iso | eng | - |
| dc.publisher | The Graduate School, Ajou University | - |
| dc.rights | 아주대학교 논문은 저작권에 의해 보호받습니다. | - |
| dc.title | Two Mechanisms of Collectivist’s Voice Behavior: Felt Obligation and Organizational Identification | - |
| dc.type | Thesis | - |
| dc.contributor.affiliation | 아주대학교 일반대학원 | - |
| dc.contributor.department | 일반대학원 글로벌경영학과 | - |
| dc.date.awarded | 2019. 2 | - |
| dc.description.degree | Doctoral | - |
| dc.identifier.localId | 905170 | - |
| dc.identifier.uci | I804:41038-000000028381 | - |
| dc.identifier.url | http://dcoll.ajou.ac.kr:9080/dcollection/common/orgView/000000028381 | - |
| dc.description.alternativeAbstract | Organizations have increasingly realized the importance of encouraging employees with diverse cultural backgrounds to openly express their opinions. Effective implementation of a management strategy rests on understanding and managing collectivist employees’ motivations to speak up. The purpose of the present study is in an attempt to understand whether and how collectivism influences employee’s voice behavior. This study builds upon social exchange theory and social identity theory to investigate collectivist cultural patterns and to argue that collectivist employees’ voice behaviors are strongly affected by their cultural value through some mediating mechanisms. Specifically, I examine the relationship between individual-level collectivism and voice. In addition, I propose that the underlying conceptual framework related to collectivism-voice is through the mediating effect of felt obligation and organizational identification. Furthermore, I seek to understand the moderating effect of psychological safety related to the mediating relationships. Through a survey administered twice to a sample of 180 employees working for two organizations in south China, I conducted regression analyses and found that employees with higher levels of collectivism are more likely to voice. When their sense of obligation and identification are stronger, employees are more engaged in speaking up. In addition, psychological safety increases the level of felt obligation of collectivist employees, which in turn, encourages them to voice more. This study sought to contribute to the body of knowledge on collectivism and voice by uniquely integrating five developed streams of research that have not been previously connected. The findings of this study provide the conceptual basis for interventions that are designed to encourage collectivist employee’s voice behavior in organizations. The theoretical and practical implications are discussed along with the limitations of the study and directions for future research. | - |
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- Graduate School of Ajou University > Department of Global Business Administration > 4. Theses(Ph.D)
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