The Impact of Employee Voice on Employee Engagement, Employee Loyalty and Turnover Intention; Moderating Effect of Supervisory Support

Abstract

Employee input is becoming a key concern in the corporate world these days, and it is always considered as advantageous to both employees and employers. Despite the significance of voice, there has been relatively little study on employee voice and its effects on employee behavior toward the firm. This study intends to add to the body of knowledge in this field by examining employee voice and its influence on employees. The article presents the findings of a study that looked at the relationship between employee voice and employee attitudes toward their firm. The study explores employees' reactions to the company when their voice will be heard and considered, using an employee-centric approach. The purpose of this study is to fill a gap in the literature by investigating the possible link between employee voice and employee engagement, loyalty, and turnover intention, as well as the function of supervisor support as a moderator. Data was collected from 215 individuals from various academic institutions in Islamabad and Rawalpindi using a questionnaire. The study's questionnaire was developed to investigate the effects of employee voice on employee engagement, loyalty, and intention to leave, with the moderating effect of supervisory support. The data was analyzed using Cronbach's Alpha Reliability and Regression. Employee voice has a substantial positive relationship with employee engagement and loyalty, according to the findings. There was also a substantial negative relationship between employee voice and the intention to leave. In this connection, supervisory support revealed to be a moderator. The study concludes with a discussion of the findings' practical implications for firms that must seek to develop an internal communication strategy/voice strategy and a robust method for hearing employees' voices. Additionally, recommendations for future study are addressed.