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It's More About ‘We’ Than ‘I’: Employee-Supervisor Fit in Achievement Striving, Organizational Identification, and Employee Voice

Published online by Cambridge University Press:  07 October 2024

Xiaotong (Janey) Zheng Open the ORCID record for Xiaotong (Janey) Zheng [Opens in a new window] ,
Michele Williams ,
Xiaoyu (Christina) Wang  and
Jian Liang Open the ORCID record for Jian Liang [Opens in a new window]
Xiaotong (Janey) Zheng
Affiliation:
Durham University, UK
Michele Williams
Affiliation:
University of Iowa, USA
Xiaoyu (Christina) Wang*
Affiliation:
Tongji University, China
Jian Liang
Affiliation:
Durham University, UK
*
Corresponding author: Xiaoyu (Christina) Wang ([email protected])
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Abstract

By integrating the theory of purposeful work behavior with the person-environment (P-E) fit literature, we employ a bilateral approach to examine how employee-supervisor congruence in purposeful work striving (i.e., achievement striving) influences employee voice behavior via an internal motivation mechanism (i.e., organizational identification). Using polynomial regressions with response surface modeling, we analyze data from 827 employees and their 197 supervisors in two studies. The results show that achievement-driven employees are more likely to speak up when employee-supervisor achievement striving is congruent, regardless of whether it is high or low. Furthermore, employee-supervisor congruence in achievement striving enhances employees’ felt oneness with the organization and organizational identification, which in turn fuels their voice behavior. We conclude with theoretical and practical implications.

摘要

摘要

通过整合目标工作行为理论与人-环境匹配的文献，我们采用了双向方法来检验员工与主管在目标工作追求（即成就追求）的匹配如何通过内部动机机制（即组织认同）影响员工的建言行为。利用多项式回归和响应面建模，我们分析了两项研究中827名员工和197名主管的数据。结果显示，员工更有可能在他们与主管的成就追求匹配时向主管表达意见，无论这种匹配是在高水平还是在低水平。此外，员工与主管在成就追求的匹配增强了员工的归属感和组织认同，进而激发了他们的建言行为。我们在文章中总结了研究的理论和实践意义。

Keywords

achievement strivingemployee voiceorganizational identificationperson-supervisor fit成就追求员工建言组织认同员工-主管匹配
Type
Article
Information
Management and Organization Review , Volume 20 , Issue 3 , June 2024 , pp. 517 - 538
Copyright
Copyright © The Author(s), 2024. Published by Cambridge University Press on behalf of International Association for Chinese Management Research

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Footnotes

†

These authors contributed equally to this work.

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