The effect of decent work on voice behavior: The mediating role of thriving at work and the moderating role of proactive personality

Author(s):  
Xinyi Sheng ◽  
Hao Zhou
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yang Song ◽  
Qi-tao Tian ◽  
Ho Kwong Kwan

PurposeThe purpose of this paper is to examine the effects of servant leadership on employees' promotive voice behavior and prohibitive voice behavior by focusing on the mediating role of job engagement and the moderating role of proactive personality.Design/methodology/approachTime-lagged data were collected using a field survey research design. The participants included 216 employees and 23 supervisors in two commercial banks in China.FindingsPerceived servant leadership was positively related to employees' promotive and prohibitive voice behavior, and these relationships were mediated by enhanced job engagement. In addition, employees' proactive personality amplified the relationship between perceived servant leadership and job engagement, and the mediating effect of job engagement on the relationship between perceived servant leadership and voice behavior.Research limitations/implicationsThis study enhances understanding of the mechanisms underlying the servant leadership – voice model by identifying the mediating role of job engagement. The results also demonstrate the moderating role of proactive personality in enhancing the effects of servant leadership. However, the survey design was not longitudinal, which limits the study's ability to confirm causality.Practical implicationsThe findings reveal that servant leadership, employees' job engagement, and proactive personality can facilitate employees' promotive and prohibitive voice behavior.Originality/valueThis study addresses the unexplored mediating mechanism of the relationship between servant leadership and voice behavior, and offers new directions for servant leadership and voice research.


2019 ◽  
Vol 34 (1) ◽  
pp. 2-18 ◽  
Author(s):  
Mervat Mohamed Elsaied

Purpose The purpose of this paper is to investigate the mediating role of psychological safety in the relationships among supportive leadership, proactive personality and employee voice behavior. Design/methodology/approach The data were collected from 268 employees, and 56 were their immediate supervisors, in three Egyptian companies belonging to footwear and headgear sector. Employees and their immediate supervisors provided data on separate questionnaires and different occasions; an identification number was used to match each employee’s questionnaire with the response of his/her immediate supervisor. Findings The results indicated that both supportive leadership and proactive personality had a positive and significant effect on voice behavior. In addition, the results showed that psychological safety fully mediated the relationships among supportive leadership, proactive personality and employee voice behavior. Originality/value This study contributes to the literature by linking supportive leadership, proactive personality and employee voice behavior. It clarifies how and why supportive leadership and proactive personality can stimulate voice behavior.


2019 ◽  
pp. 1-19 ◽  
Author(s):  
Jin Cheng ◽  
Haiqing Bai ◽  
Caixia Hu

AbstractStudies have shown that voice could be utilized as an effective method to improve organizational effectiveness. This study explores the relationship between ethical leadership and employee voice behavior by focusing on the mediating role of the error management climate and the moderating role of the employee's organizational commitment. Analysis of data collected in three phases in China indicates that the error management climate partly mediates the relationship between ethical leadership and voice behavior. Also, organizational commitment is found to moderate the relationship between the error management climate and voice behavior. Theoretical and practical implications of these results are discussed.


2021 ◽  
Vol 245 ◽  
pp. 03031
Author(s):  
Yixin Yang ◽  
Mingjian Zhou

Based on the challenge-hindrance stressors framework and regulatory focus theory, this study explored the mediating role of promotion focus between challenge stressors and employee creativity, and the mediating role of prevention focus between hindrance stressors and creativity. In addition, we further explored the moderating role of proactive personality in this model. In the end, we discuss implications and limitations of our argument for theory and practices.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wenqian Wan ◽  
Huaibin Li

PurposeThe active voice behavior of customers is crucial to the development of enterprises, but few studies have examined how to promote customer voice behavior. Does a sense of power drive consumers to provide advice to the companies involved? This paper aims to address the issue.Design/methodology/approachBy conducting three experiments, the authors proved the effect of the sense of power on customer voice behavior. In Study 1, the authors manipulated subjects' sense of power levels (high vs low) through an episodic recall task. Tangible goods were used as experimental material. The authors verified that power had a positive impact on customer voice behavior. In Study 2, the authors changed the experimental materials to intangible service products and used role-playing tasks to manipulate the subjects' sense of power. Study 2 validated the mediating role played by self-confidence in the main effect. In Study 3, the authors validated the moderating role of self-doubt for the power effect.FindingsBased on the approach-inhibition theory of power and the situated focus theory of power, the current research finds that there is a positive effect of consumer's sense of power on their voice behavior. It also further analyzes the mediating role of self-confidence, the mechanism by which power affects customer voice behavior. However, this positive effect does not always occur. Self-doubt plays a moderating role in this relationship. If the individual's self-doubt level is high, the positive effect of power on the individual's self-confidence cannot be observed, which means that self-doubt is a boundary condition for the positive effect of power on individuals' self-confidence.Research limitations/implicationsThe authors discuss the influence of sense of power on customer voice behavior and test the mediating role of self-confidence and its boundary conditions. The results show that consumers are more confident in themselves when they feel a sense of power and are more likely to proactively make suggestions to the company. However, the overall effect is not obvious when consumers have a high level of self-doubt. As a psychological state of consumers that firms can easily manipulate, the effects of power on consumer behavior remain to be explored by the authors.Practical implicationsThe findings of current research suggest that empowering consumers who are less self-doubting can increase their self-confidence, which, in turn, can lead to more active expression and feedback on issues that need improvement in their experience. Thus, companies can enhance consumers' sense of power through some ways, such as using environmental elements to stimulate consumers' sense of power.Originality/valueThere are few studies on how the sense of power affects consumers' voice behavior. Prior work on voice behavior has focused on the perspective of customers' perception of the social exchange relationship between themselves and enterprises. The research explores the strategies suitable for enterprises to promote customer voice behavior from the perspective of the sense of power, and the findings contribute to the research on the sense of power and consumer voice behavior.


2019 ◽  
Vol 2 (2) ◽  
pp. 284-298
Author(s):  
Muhammad Agung Prasetyo Wibowo ◽  
IBG Adi Permana

Career adaptability is one of the resource that must be possessed by every person on this day, because it has been considered as a driving factor that help people to achieve the desired work goals. Moreover, nowadays it has been known that the work arrangements are unpredictable and too many changes that occurs, because it is considered to have no boundaries and transparent, one of them is the emergence of new job relationships such as internet freelance. Antacedents that have been known previously from career adaptability are widely known as proactive personality, then This study also discuss another antecedent for career adaptability, which is known as thriving at work. This study also confirms previous research that discuss the mediating role of thriving at work on the effect of proactive personality on career adaptability. Total of the sample on this study are 352 internet freelancers from an online employement platform in Indonesia, where the internet freelance responded to the questionnaire that was shared by the author through an online approach. The obtained data have been analyzed by conducting a simple regression test equipped with PROCESS Model 4. Result have shown that there is a significant direct relationship of the three variables raised in this study, then also revealed the role of mediating from thriving at work on the effect of proactive personality on career adaptability. Overall, this study contributes to the literature discussing internet freelance. Keyword: Proactive Personality, Thriving at Work, Career Adaptability, Mediation, Internet Freelance


2021 ◽  
pp. 002188632110591
Author(s):  
Dirk De Clercq ◽  
Renato Pereira

This study details the unexplored connection between employees’ exposure to family incivility and voice behavior to pinpoint organization problems, considering the mediating role of their work engagement and the moderating role of their emotion sharing with colleagues in this connection. Survey data obtained from employees who work in the banking sector reveal that a critical reason rude treatment by family members keeps employees from expressing their opinions about organizational shortcomings at work is that they exhibit limited positive work energy. This explanatory role of work engagement is less salient though when employees can draw on the relational resource of emotion sharing. For organizational change professionals, this study accordingly showcases a core explanation, thwarted work engagement, by which family-related hardships prevent employees from undertaking productive problem-focused voice activities, and it explicates how this mechanism can be subdued if the work environment encourages employees to express personal feelings openly to their peers.


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