Industrial relations climate and employee intention to quit: The roles of voice and silence

Yongzhong Jiang1, Yi Yao2
1College of Management Science, Chengdu University of Technology, People’s Republic of China
2Department of Business Administration, Yangtze University College of Arts and Sciences, People’s Republic of China
Cite this article:  Jiang, Y., & Yao, Y. (2020). Industrial relations climate and employee intention to quit: The roles of voice and silence. Social Behavior and Personality: An international journal, 48(8), e9235.

Volume 48 Issue 8 | e9235 | Published: August 2020 | DOI: https://doi.org/10.2224/sbp.9235

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Using social influence theory, we examined a model regarding the mediating effects of voice and silence in the relationship between industrial relations climate and employee intention to quit. Data were collected at 2 time points from 536 frontline employees at firms in an industrial park in China. We tested the hypothesized relationships using multiple mediation structural equation modeling and bootstrapping analysis. The results demonstrate that harmonious industrial relations climate reduced intention to quit by increasing employee voice, and hostile industrial relations climate increased intention to quit by increasing employee silence. Our findings highlight the importance of the roles of employee voice and silence in the relationship between industrial relations climate and employee intention to quit.

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