Abstract From the perspective of conservation of resource theory, this study examines the relationship between perceived insider status and employee voice behavior as well as the mediating effect of job embeddedness and the moderating effect of commitment-based human resource management practices (CBHRMPs) with data from a sample of 288 subordinate-supervisor dyads collecting from 7 enterprises by multiple regression analysis. The results show that perceived insider status has a significant positive effect on employee voice behavior, job embeddedness functions as a partial mediator between perceived insider status and employee voice behavior, and CBHRMPs moderate the relationship between job embeddedness and employee voice behavior. The research enriches the theories of perceived insider status and job embeddedness and provides useful practical implications for enterprises to encourage employee voice behavior.
2017, Vol. 14 
