Does Organizational Trust Influence Voice Behaviour? Sharing Malaysian Public Sector Experiences

Abstract

Despite attention to employee voice behaviour, limited research has examined organisational trust as a multidimensional construct comprising trust in organisation, leader and supervisor within the Malaysian public sector. This study examines the relationship between these three dimensions of organisational trust and employee voice behaviour among public sector employees in Malaysia. Drawing on Social Cognitive Theory, organisational trust is conceptualised as a cognitive factor influencing employees’willingness to express ideas, suggestions, concern, and opinions. Data were collected from 372 employees across federal public organisations in Kuching, Sarawak, Malaysia, and analysed using SPSS 29 and SmartPLS 4. The findings demonstrate that organisational trust dimensions are associated with employee voice behaviour, highlighting the importance of trust in organisation, leader and supervisor in encouraging voice. The findings extend Social Cognitive Theory by demonstrating that trust related cogniitve perceptions contribute to employee voice behaviour within the hierarchical and high context Malaysian public sector. Practically, strengthening organisational trust through transparent practices, trustworthy leadership, supportive supervisory relationship, integrity and accountability can foster participation and constructive communication, supporting governance and service delivery in line with federal public organisations’ goals. Ministries, policymakers, organisations, and human resource practitioners are therefore encouraged to strengthen organisational trust to promote employee voice behaviour.