Perceived hybrid human resource management and employee voice behaviour in China: examining a dual mediation model

This research investigates the intricate relationship between perceived hybrid human resource management system (PHHRM) and employee promotive and prohibitive voice behaviour (PromV and ProhV) in mainland China, establishing and examining a dual mediation model employing a sample of 799 Chinese employees. Integrating AMO model with the theory of planned behaviour, this study further investigates the mediating roles of employee well-being (EWB) and their knowledge, skills, and abilities (KSAs) in this relationship. The triple-process model begins by examining the direct impact of PHHRM (mean = 2.832, SD = 0.517) on both PromV (mean = 3.623, SD = 0.715) and ProhV (mean = 2.859, SD = 0.570). Subsequently, it delves the mediating roles of EWB (mean = 3.454, SD = 0.550) and KSAs (mean = 3.410, SD = 0.554) in the relationship, with KSAs emerging as the more influential mediator. The study concludes by discussing the significant implications and contributions of these findings.