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Development and Validation of an Employee Voice Strategy Scale through Four Studies in Japan

机译：通过日本的四项研究开发和验证员工话语策略量表

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Employee voice is an important organizational behavior that affects work group performance, and many studies have explored its mechanism; nonetheless, the existing literature narrowly defines the construct and overlooks a variety of strategic approaches employees take as they engage in voice. Based on this problematization, the current research has developed and validated a scale of employee voice strategy through four studies in Japan (total N = 1,156). Employee voice strategy is defined as a set of direct and indirect communicative approaches that organizational members utilize to share ideas with intentions to exert constructive influence to their work group. Studies 1 and 2 analyzed interview narratives to develop an initial typology, which was refined in Study 3 into a six-factor scale. Study 4 replicated it through confirmatory factor analyses. Construct validity of the scale was also examined by testing the strategy factors' nomological networkas expected, proactive personality was positively associated with assertive strategies, while relationship maintenance goal orientation was linked to conciliatory, nonconfrontational strategies; negative emotion display showed negative associations with voice strategy use in general. These findings were discussed vis-a-vis culturally inclusive human resource management practices, as well as theoretical exploration of the employee voice phenomena from process-centered perspectives. (c) 2014 Wiley Periodicals, Inc.
机译：员工的声音是影响工作团队绩效的重要组织行为，许多研究已经探索了它的机制。但是，现有的文献狭义地定义了结构，并忽略了员工在表达声音时采取的各种战略方法。基于此问题，当前的研究通过日本的四项研究（总N = 1,156），开发并验证了一种员工话语策略的规模。员工的话语策略被定义为一组直接和间接的沟通方法，组织成员利用这些方法来共享想法，以对其工作组施加建设性影响。研究1和2分析了访谈叙述，以发展出最初的类型，在研究3中将其细化为六因素量表。研究4通过验证性因子分析对其进行了复制。量表的建构效度还通过测试预期策略因素的名词网络进行了检验，主动型人格与果断策略正相关，而维持关系目标取向与和解，非对抗性策略相关；负面情绪显示总体上与语音策略使用存在负面关联。这些发现是针对具有文化包容性的人力资源管理实践进行讨论的，并且从以过程为中心的角度对员工声音现象进行了理论探索。 （c）2014年威利期刊有限公司

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