ISSN: 2225-8329
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Although previous research has examined the determinants of employee voice behaviour at organizational and individual levels, most studies have focused on western contexts. Drawing on Social Cognitive Theory, this study examines the relationship between organisational openness, organization-based self-esteem, and employee voice behaviour. Data were collected from 372 respondents representing public sector organizations in Kuching, Sarawak, and analysed using SPSS 29.0 and SmartPLS 4. The findings indicate that organisational openness and organization-based self-esteem are positively and significantly related to employee voice behaviour. The findings extend Social Cognitive Theory by demonstrating that enviromental and individual cognitive factors jointly explain employee voice behaviour within the hierarchical and high context Malaysian public sector. The findings highlight the importance of sustainable leadership and employee participation in decision-making in strengthening perceptions of organizational justice, enhancing employees’ sense of being valued, and fostering two-way communication and voice behaviour, aligning with Sustainable Development Goal (SDG 8). Futhermore, integrity, accountability, and openness are key principle for enhancing organization based self-esteem and promoting constructive voice behaviour, supporting the Twelfth Malaysia Plan (RMK-12). Thus, ministries, policymakers, organizations, and human resource practitioners are encouraged to cultivate an open enviroment and strengthen organization-based self-esteem to promote employee voice behaviour in Malaysia’s public sector.
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