Abstract As the internal and external competitive environment of organizations is changing constantly, how to effectively stimulate employees’ s voice behavior has become a key issue for both theorists and practitioners. Based on cognitive-affective personality system theory, this study examined the positive effect of inclusive leadership on employee’ s voice behavior and the mediating role of perceived insider status and affective commitment. For testing the hypothesis, we collected data of 56 leaders and 306 employees from South China with a multi-source and follow-up method. Because of the different levels of inclusive leadership and other variables, this study used cross-level analysis to test the hypotheses. The statistical results show that: inclusive leadership has positive effect on employee’ s voice behavior, perceived insider status and affective commitment respectively; both perceived insider status and affective commitment have positive effect on employee’ s voice behavior; both perceived insider status and affective commitment act as mediators between the relationship of inclusive leadership and employee’ s voice behavior.
WANG Yanfei,HUANG Jiaxin,ZHU Yu. Research on the Relationship between Inclusive Leadership and Voice Behavior：Based on Cognitive and Affective Integration Perspective[J]. Chinese Journal of Management, 2018, 15(9): 1311-.
