Employee voice is the voluntary, non-formal and upward communication of ideas, concerns or solutions to work associated problems by an employee. Drawing on conservation of resources theory, our study investigated the direct impact of two antecedents of behavioral outcomes (i.e., grit and organizational commitment) on voice behavior. Moreover, study also examined the mediating influence of organizational commitment in the relationship between grit and voice behavior. Data were collected in two waves time over a 2-month time period from public sector employees and their immediate supervisors. PROCESS macro by Hayes was used on actual sample of 300 employees and 19 supervisors from different job functions. All the direct as well as indirect hypothesized relationships are empirically supported. The results of the study add to the improved understanding of one of the most evolving construct, namely, voice behavior. Theoretical and practical implications alongside recommendations have also been given for future empirical research on voice behavior.

中文翻译：

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勇气对声音行为的影响：组织承诺的中介作用

员工的声音是员工自愿，非正式，向上的思想，关注或解决方案，以解决与工作相关的问题。借鉴资源保护理论，我们的研究调查了行为结果的两个前提（即勇气和组织承诺）对声音行为的直接影响。此外，研究还考察了组织承诺对沙粒和声音行为之间关系的中介影响。在两个月的时间内，从公共部门的员工及其直属上级以两次波动的时间收集了数据。Hayes的PROCESS宏用于300名员工和19名来自不同职务的主管的实际样本中。所有直接和间接假设的关系都得到了经验支持。研究结果使人们对最发展的结构之一即语音行为有了更好的理解。对于语音行为的未来实证研究，还提出了理论和实践意义以及建议。