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Published in: Journal of Business and Psychology 3/2022

22-07-2021 | Original Paper

The Impacts of Distinct Motives on Promotive and Prohibitive Voice: The Differential Moderating Role of Perceived Voice Level

Authors: Qiwei Zhou, Jih-Yu Mao, Xin Liu, Xianhui Ning

Published in: Journal of Business and Psychology | Issue 3/2022

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Abstract

Drawing upon the citizenship motives framework and voice research, this study theorizes that both organizational concern (OC) and impression management (IM) motives are key predictors of employee promotive and prohibitive voice. This study further explores the moderating effect of perceived voice level in the work context on the relationships between motives and voice. The results of 140 pairings of supervisor-subordinate dyads indicate that both OC and IM motives are determinants of promotive and prohibitive voice. Moreover, perceived voice level in the work context plays distinct roles in moderating the main effects of motives on voice. Specifically, perceived voice level in the work context mitigates the influence of OC motives on promotive and prohibitive voice, whereas it strengthens the impact of IM motives on promotive and prohibitive voice. This study provides implications for both theory and practice. Limitations and future directions are also discussed.
Footnotes
1
Voice is similar to and different from constructive deviance and prosocial rule breaking. Although they may bring positive benefits to the organization, the fact that they challenge the status quo may render negative consequences to the enactor. However, voice involves a specific recipient, as it is the communication of potential change rather than the change itself (Morrison, 2014).
 
2
Assessing perceived voice level in the work context as an individual-level perception aligns with employees’ “reading of the wind” surrounding the enactment of voice behavior within their work contexts.
 
3
Perceived voice level in the work context and psychological safety are distinct concepts. Psychological safety depicts the extent to which an individual believes engagement in a risky behavior will not engender negative consequences (Detert & Burris, 2007).
 
4
We originally considered six other control variables (i.e., employees’ gender, age, education, and PV motives, organization type, and leader-member exchange) based on prior research. We chose to only retain employee position for final analysis because it passed the test of having a strong (a) theoretical and (b) empirical basis for inclusion. Inclusion of these other variables did not substantially alter our findings, as all of the hypothesized relationships remained significant.
 
5
Climates operationalized at the individual level are known as psychological climates. Psychological climates are individual perceptions of “the behaviors that are expected and rewarded in the workplace” (Brawley Newlin & Pury, 2020, p. 539). Psychological climates and group climates are often best regarded as distinct.
 
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Metadata
Title
The Impacts of Distinct Motives on Promotive and Prohibitive Voice: The Differential Moderating Role of Perceived Voice Level
Authors
Qiwei Zhou
Jih-Yu Mao
Xin Liu
Xianhui Ning
Publication date
22-07-2021
Publisher
Springer US
Published in
Journal of Business and Psychology / Issue 3/2022
Print ISSN: 0889-3268
Electronic ISSN: 1573-353X
DOI
https://doi.org/10.1007/s10869-021-09760-5

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