On the basis of social exchange theory, theory of individual differences in task and contextual performance, prospect theory, and conservation of resources (COR) theory, this study aims to investigate the relationship between high-performance HR practices and employee voice behavior, and the mediating role of work engagement, and the moderating role of the future-oriented work expectations. We distributed questionnaires to 59 supervisors and 176 subordinates. Results indicate that work engagement positively predicts voice behavior and future-oriented work expectations amplifies the positive effect of work engagement on voice behavior.
|Effective start/end date||2017/08/01 → 2018/10/31|
- high-performance HR practices
- work engagement
- future-oriented work expectations
- employee voice behavior
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