perceived organizational support positively and significantly enhances the promotive and prohibitive voice behavior of the employees
The outcomes of the research reported that perceived organizational support positively and significantly enhances the promotive and prohibitive voice behavior of the employees which is because employees who receive support from their supervisors and coworkers develop belongingness for their respective organization; therefore they speak up to suggest, recommend something constructive for the organizations that can also help in enhancing the growth of the organizations, Employees also speak up to defend their organization from the existing practices which may harm the organization in due course of time (Janssen, 2005; Burris et al.,2008). The results reported a positive and substantial relationship between felt obligation for constructive change and Worker’s voice behavior; When an employee is affectively committed towards his/her organization they carry an obligation to think, feel, act for the betterment of their organization as response of their citizenship behavior and loyalty towards their organizations (Liang, Farh, &Farh, 2012; Fuller, Marler & Hester, 2006). The findings reported a positive and significant relationship between Perceived organizational support and Felt obligation for constructive change because High perceived organizational support creates an obligation for employees. Employees feel an obligation that they not only ought to be committed to their organizations but also feel a responsibility to show behaviors that support organizational goals (Eisenberger et al., 1986).
interrelationship