Nonlinear Consequences of Promotive and Prohibitive Voice for Managers' Responses: The Roles of Voice Frequency and LMX

• 成果类型: Article
• 署名作者: Huang, Xu; Xu, Erica; Huang, Lei; Liu, Wu
• 署名单位: Hong Kong Baptist University; Auburn University System; Auburn University; Hong Kong Baptist University
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/apl0000326
• 发表日期: 2018
• 页码: 1101-1120
• 关键词: promotive voice; PROHIBITIVE VOICE; LMX; consequences of voice; social persuasion

摘要

Departing from past research on managers' responses to employee voice, we propose and examine a nonlinear linkage between promotive/prohibitive voice and managers' evaluations of voicers (i.e., manager-rated voicers' promotability and overall performance). Drawing from social persuasion theory, we theorize that managers tend to give more positive evaluations to employees who engage in a moderate frequency of promotive/prohibitive voice than those who either rarely speak up or speak up very frequently. In Study 1, based on a sample from a Chinese bank, we found that leader-member exchange quality (LMX) moderated the inverted U-shaped linkage of prohibitive voice with manager-rated promotability of voicers, whereas the frequency of promotive voice was not related to promotability, irrespective of levels of LMX. In Study 2, using employee-reported voice frequency, rather than the manager-rated measures adopted in Study 1, we largely replicated the main findings of Study 1 based on a sample from an information technology firm in the United States. In Study 3, using another U.S. sample, from a financial services firm, we found that manager-perceived voice constructiveness mediated the curvilinear interactive effect of prohibitive voice (rather than promotive voice) and LMX on managers' evaluations of employees' overall performance.