Relationship between organizational identification and employee voice: A meta-analysis

Abstract

The extant literature contains conflicting findings about the relationship between organizational identification and employee voice. To estimate a more realistic correlation between these two variables, we conducted a meta-analysis of 40 empirical studies associated with organizational identification and employee voice. We also analyzed cultural context, education level, common method variance, and the measurement scale used in each study as moderators of the relationship between organizational identification and employee voice. The results show that organizational identification had a positive association with employee voice, and that the moderating role of cultural context was not significant, whereas education level, measurement scales, and common method variance were significant moderators. On the basis of our meta-analysis results, we propose that human resource managers pay attention to the effect of organizational identification in eliciting employee voice, and implement policies that allow employees to express more ideas that promote organizational development in practice.