Studying the Mediating Role of Ethical Identity and Management Trust on the Effect of Employee-Oriented HR Management on the Voice Behavior

aimed to investigate the mediating role of ethical identity and management trust in the relationship between employee-centered human resource management and employee voice behavior.

 The research method is applied in terms of purpose and in terms of data collection is correlational research of structural equation type. The statistical population of the study is 7280 employees of the Ministry of Sports and Youth of the Islamic Republic of Iran, of which 384 people were selected using Cochran's formula based on simple random sampling. Bawick (2017) Ethical Identity Questionnaire, Zhang (2016) Employee-Based Human Resource Management Questionnaire, Van Dyne (2012) Employee Voice Questionnaire and Stanley et al (2005) Management Trust Questionnaire have been used. To analyze the data SPSS 22 and AMOS 22 software and Pearson correlation test and structural equations were used.

Ethical Considerations: 

Participants in this study completed the questionnaires with satisfaction and knowledge.

 Findings of this study showed that employee-centered human resource management has a positive and significant effect on employee voice behavior with a path coefficient of 0.47, as well employee-centered human resource management on management trust with a path coefficient of 0.33 and management trust on voice behavior with a path coefficient of 0.31. Also, the mediating role of management trust with an indirect coefficient of 0.566 was confirmed between the two variables of employee-centered human resource management and voice behavior. The results of this study led to the confirmation and support of the proposed model of the researcher.

 According to the results, it was found that human resources management can play an important role to achieve the organization goals; By establishing a comprehensive human resources system, managers can have a very wide impact on various parts of the organization, including its performance. Human resource management should train its employees and provide them with appropriate planning for their development and growth.