Organizations increasingly need people who openly express their new ideas and make valuable suggestions for change in order to proactively respond to the challenges of a dynamic business environment. Employees often have ideas, information, and opinions for constructive ways to improve work and work organizations. Sometimes these employees exercise voice and express their ideas, information, and opinions; and other times they engage in silence and withhold their ideas, information, and opinions. In this article we presented a framework that identifies 4 different types of employee voice behavior (supportive, constructive, defensive, and destructive) and its relation to the employee brand commitment and Employee brand equity. In this applied survey sampling method was of non-probability of the classification and to determine the sample size of the Morgan table and Cochran formula are used. Data has obtained from 373 employees at Shiraz University of Medical Sciences. To test the validity of questionnaires three approaches including convergent validity and content validity are used. Reliability test is also performed by Cronbach's alpha (0/86) and Composite Reliability methods. Structural equation modeling techniques and smart pls software was selected for verifying the hypotheses. The results showed a significant relationship between four types of voice behavior and employee brand commitment. The research also showed that a significant relationship between employee brand commitment and Employee brand equity.
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