scholarly journals Why do employees speak up? Examining the roles of LMX, perceived risk and perceived leader power in predicting voice behavior

2019 ◽  
Vol 34 (8) ◽  
pp. 560-572
Author(s):  
Jinyun Duan ◽  
Émilie Lapointe ◽  
Yue Xu ◽  
Sarah Brooks
Keyword(s):  
Social Information Processing ◽  
Perceived Risk ◽  
Voice Behavior ◽  
Speaking Up ◽  
High Quality ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Member Exchange ◽  
Speak Up

Purpose The purpose of this paper is to understand better why employees voice. Drawing on social information processing theory and insights derived from the literature on power, the authors suggest that leader–member exchange (LMX) fosters voice by reducing the perceived risk of voicing. The authors further contend that high perceived leader power will strengthen this mediated relationship. Design/methodology/approach The authors relied on a sample of 265 employee-supervisor dyads collected from Chinese organizations to test the study hypotheses. Findings Results indicated that perceived risk of voicing significantly mediated the positive LMX–voice behavior relationship. In addition, perceived leader power strengthened the effect of LMX on voice behavior via perceived risk of voicing. The relationship of LMX to perceived risk of voicing was more negative, and the indirect effect of LMX on voice behavior was more positive when employees perceived that leader power was high. Practical implications Organizations seeking to promote voice behaviors should support leaders to develop high-quality relationships with employees. Organizations should also ensure that leaders are sufficiently empowered to fulfill their roles, and ensure that employees are aware of their leaders’ influence. Originality/value Findings suggest that, in the context of high quality leader–member relationships, employees’ perceptions of their leaders’ power may help to overcome barriers associated with speaking up. Thus, this study helps explain the conditions that encourage employees to voice.

The role of supervisors on employees’ voice behavior

2019 ◽  
Vol 40 (1) ◽  
pp. 85-96 ◽  
Author(s):  
SuJin Son
Keyword(s):  
Social Information Processing ◽  
Employee Voice ◽  
Hierarchical Regression ◽  
Voice Behavior ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Moderating Factors ◽  
The Relationship

PurposeDrawing on social learning theory and social information processing theory, the purpose of this study is to examine how perceived supervisor’s voice behavior relates to employees’ own voice behavior both directly and indirectly through trust in supervisor. In particular, this study also investigates the moderating role of gender in the relationship between trust in supervisor and employee voice behavior. Further, this study proposes that gender moderates the indirect effect of perceived supervisor’s voice behavior on employee voice behavior via trust in supervisor.Design/methodology/approachThe proposed hypothesis was tested by using hierarchical regression analyses and Hayes’ PROCESS macro.FindingsThe results show that perceived supervisor’s voice behavior is positively related to an employee’s own voice behavior and trust in supervisors. In particular, trust in supervisors mediates the relationship between perceived supervisor’s voice behavior and employee’s own voice behavior. Additionally, the relationship between trust in supervisor and employees’ voice behavior was stronger for female employees.Originality/valueThe current study investigates employees’ perception of immediate supervisor’s voice behavior that encourages employees to speak up, thereby providing a more nuanced understanding of the factors that facilitate employee voice behavior. In particular, this study advances the understanding of how and why employees’ perception of supervisors’ voice behavior relates to employees’ voice behavior by examining the mediating and moderating factors.

Enhancing the impact of transformational leadership and team-building on project success: the moderating role of empowerment climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shazia Nauman ◽  
Ata Ul Musawir ◽  
Hina Munir ◽  
Imran Rasheed
Keyword(s):  
Transformational Leadership ◽  
Social Information Processing ◽  
Project Success ◽  
Team Building ◽  
Project Managers ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Beneficial Effects ◽  
Processing Theory ◽  
Empowerment Climate

PurposeThis study examines the mechanisms and conditions that influence how transformational leadership affects project success through the lens of social information processing theory.Design/methodology/approachA dual-stage moderated mediation model was proposed wherein the effect of transformational leadership on project success is mediated by team building, and empowering climate moderates the direct and indirect effects at both the first and second stages. The model was tested based on 370 survey responses of project management practitioners from Pakistan's IT industry. The measurement model was analyzed using confirmatory factor analysis (CFA). Moderated mediation analyses were conducted using Hayes' PROCESS macro.FindingsThe findings suggest that team-building partially mediates the effect of transformational leadership on project success. Furthermore, the conditional indirect effect of transformational leadership on project success via team-building is strengthened at both the first and second stages at higher levels of empowerment climate.Practical implicationsIt is recommended that project managers and project-intensive organizations should strive to cultivate an empowerment climate to fully realize the beneficial effects of transformational leadership behaviors in enhancing positive team outcomes and, consequently, overall project performance.Originality/valueThis study broadly contributes to the literature on the influence of project managers' leadership styles on project outcomes. Specifically, we elucidate the role of empowerment climate as an important boundary condition that enhances the beneficial effects of transformational leadership. Furthermore, we extend the application of social information processing theory to the context of projects.

scholarly journals How Leader Narcissism Links to Team Voice Behavior: The Mediating Mechanisms of Leader Voice Solicitation and Team Voice Climate

2021 ◽  
Vol 12 ◽  
Author(s):  
Rong Zhou ◽  
Wenjun Yin ◽  
Lin Sun
Keyword(s):  
Social Information Processing ◽  
Frontline Employees ◽  
Voice Behavior ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Mediating Mechanisms ◽  
Time Lagged ◽  
Using Data ◽  
Manufacturing Organization ◽  
The Voice

Drawing on the narcissism literature and social information processing theory, we theorized and examined a serial mediation model linking leader narcissism with team voice behavior through leader voice solicitation and team voice climate. We tested our hypotheses using data collected from a time-lagged and multisource survey of 223 frontline employees in 60 teams at a large manufacturing organization. The results indicated that leader narcissism had a negatively indirect effect on team voice climate via leader voice solicitation. Team voice climate positively predicted team voice behavior, and the indirect effects of leader narcissism via leader voice solicitation and team voice climate on team voice behavior were significantly negative. In this paper, we discuss the theoretical implications of our findings for both the narcissism literature and the voice literature, along with their practical implications.

Roles of gender and basic need satisfaction in decent work perception and voice behavior

2020 ◽  
Vol 43 (1) ◽  
pp. 263-278
Author(s):  
Wenyuan Huang ◽  
Jie Shen ◽  
Chuqin Yuan ◽  
Min Li
Keyword(s):  
Social Information Processing ◽  
Need Satisfaction ◽  
Employee Voice ◽  
Voice Behavior ◽  
Decent Work ◽  
Content Type ◽  
Basic Need Satisfaction ◽  
Processing Theory ◽  
Basic Need ◽  
The Relationship

PurposeHow to foster voice behavior has always been a hot topic in organizational research; however, the mechanism through which performing decent work affects employee voice behavior remains to be fully understood. To address this deficiency, the current study investigates how basic need satisfaction may relate to perceived decent work and voice behavior and the moderating role of gender. Our research draws upon self-determination theory and social information processing theory.Design/methodology/approachThe theoretical model was tested using two-wave investigation data collected from a sample of 349 employees and 85 supervisors in Southwest China.FindingsDecent work perception was positively related to voice behavior, and this relationship was partially mediated by basic need satisfaction. In addition, the relationship between decent work perception and basic need satisfaction as well as the indirect effect of decent work perception on voice behavior via basic need satisfaction was stronger for men than for women.Originality/valueThis study highlights the pivotal roles of basic need satisfaction and gender in the consequences of decent work perception in the workplace. The authors provide new insights into the relationship between decent work perception and voice behavior and inspire scholars to elucidate other explanatory mechanisms in this link.

“Reporting the wrong to the right”: the mediated moderation model of whistleblowing education and the whistleblowing intentions

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Kashif Aslam ◽  
Muhammad Saeed Akhtar ◽  
Muhammad Waheed Akhtar ◽  
Muhammad Asrar-ul-Haq ◽  
Jawad Iqbal ◽  
...  
Keyword(s):  
Social Information Processing ◽  
Indirect Effects ◽  
Moral Identity ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Mediated Moderation ◽  
Processing Theory ◽  
Moderation Model ◽  
Indirect Relationship ◽  
The Right

PurposeThe purpose of this paper is to elucidate the social information processing theory, which is extended by the (1) effect of whistleblowing education on whistleblowing intentions, (2) simultaneous examination of the indirect relationship between whistleblowing education and whistleblowing intentions via moral identity and (3) relativism in influencing this mediation.Design/methodology/approachMulti-wave data collected at three internals from bank employees (n = 294) were analyzed to test the proposed model.FindingsResults of the study demonstrate that whistleblowing education favorably influences whistleblowing intentions directly as well as through moral identity. Relativism serves as the buffer in the indirect effects of whistleblowing education on whistleblowing intentions through moral identity attenuating these indirect effects in individuals with dominant relativism level.Originality/valueThis study strives to extend the whistleblowing education and whistleblowing intentions literature by unpacking a moral identity mechanism through which whistleblowing education kindles whistleblowing intention and relativism as boundary condition to attenuate such motivation.

How abusive supervision and abusive supervisory climate influence salesperson creativity and sales team effectiveness in China

2016 ◽  
Vol 54 (2) ◽  
pp. 455-475 ◽  
Author(s):  
Wan Jiang ◽  
Qinxuan Gu
Keyword(s):  
Team Performance ◽  
Social Information Processing ◽  
Psychological Safety ◽  
Abusive Supervision ◽  
Comparison Theory ◽  
Team Creativity ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Sales Team

Purpose – Adopting the social information processing theory and social comparison theory, the purpose of this paper is to examine how abusive supervision and abusive supervisory climate jointly influence salesperson creativity, sales team creativity, and team performance. Design/methodology/approach – The study conducted hierarchical linear modeling and hierarchical regression to analyze the paired data from 102 sales teams comprising 319 salespeople and 102 managers. Findings – At the individual level, abusive supervision had negative effect on salesperson creativity via psychological safety. Abusive supervisory climate played a cross-level moderating role in the relationship between abusive supervision and psychological safety. At the team level, abusive supervisory climate was negatively related to sales team creativity via averaged salesperson creativity and negatively associated with sales team performance through sales team creativity. Originality/value – This study adds to knowledge of how abusive supervision and abusive supervisory climate jointly affect salesperson psychological safety and creativity. It also contributes to abusive supervision and creativity literature by linking abusive supervisory climate and sales team creativity by integrating social information processing theory and social comparison theory.

Exploring the moderated mediation relationship between leader narcissism and employees’ innovative behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jie Yang ◽  
Mingchao Chang ◽  
Jian Li ◽  
Lulu Zhou ◽  
Feng Tian ◽  
...  
Keyword(s):  
Information Processing ◽  
Social Information Processing ◽  
Environmental Uncertainty ◽  
Moderated Mediation ◽  
Dark Side ◽  
High Tech ◽  
Innovative Behavior ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory

Purpose Based on the social information processing theory, the purpose of this study is to propose a conceptualized moderated mediation model for testing the linkage between leader narcissism and employees’ innovative behavior through the mediating effect of employees’ cognitive dependency and the moderating effect of environmental uncertainty between employees’ cognitive dependency and their innovative behavior. Design/methodology/approach In this study, multisource data from 266 employees and their supervisors in 11 large high-tech Chinese companies were collected through a field study and an online survey. The hypotheses were tested using structural equation modeling and bootstrapping. Findings The results of this study show that leader narcissism has a negative impact on employees’ innovative behavior and that employees’ cognitive dependency plays a mediating role between leader narcissism and employees’ innovative behavior. Cognitive dependency and environmental uncertainty play moderated mediation roles between leader narcissism and employees’ innovative behavior. Research limitations/implications In the future, longitudinal research and experimental methods can be used to avoid common method bias. Further studies could allow leaders to evaluate environmental uncertainty and explore the emotional path by which leader narcissism has negative effects on followers’ innovation from social information processing theory. In addition, future studies can explore cognitive dependency more deeply from the perspectives of forced obedience and active worship. Practical implications Organizations should warn leaders to control the dark side of narcissism and minimize environmental uncertainty to reduce barriers to innovation. Originality/value This study constructs the path of the effect of leader narcissism on employees’ innovation through employees’ cognitive dependency in a specific context, which enriches theoretical research on the link between leaders’ traits and employees’ innovative behavior. Along with the finding of leader narcissism’s negative effect on employees’ innovative behavior, this study explores the dark side of leader narcissism in the context of China’s high-tech firms and environmental uncertainty.

The effects of employee voice on workplace bullying and job satisfaction

2019 ◽  
Vol 58 (3) ◽  
pp. 569-582
Author(s):  
Huai-Liang Liang ◽  
Tsung-Kai Yeh
Keyword(s):  
Job Satisfaction ◽  
Workplace Bullying ◽  
Social Issues ◽  
Employee Voice ◽  
Voice Behavior ◽  
Content Type ◽  
Significant Relationships ◽  
Member Exchange ◽  
The Status ◽  
Speak Up

Purpose Employee voice is seen as a double-edged behavior in organizations. This study considers individuals’ evaluations of various features of their work situations. In particular, leader–member exchange (LMX) mediates the influence of voice behavior on workplace bullying and employee job satisfaction. The purpose of this paper is to examine a model in which employee voice positively affects workplace bullying and job satisfaction through LMX. Design/methodology/approach A total of 447 employer–employee dyads from a large manufacturing company and public organizations in Taiwan were surveyed. Two-wave data demonstrated a significant positive relationship between employee voice and its outcomes, mediated by LMX relationship. Findings The results reveal significant relationships between voice behavior and workplace bullying and between employee voice and job satisfaction. Additionally, LMX is an important mechanism in the relationships between employee voice and workplace bullying and employee voice and job satisfaction. Research limitations/implications Although this study obtained data from employer–employee dyads, practical constraints prevented complete consideration of issues in the work domain, such as colleagues, which might influence employees’ job satisfaction and workplace bullying. Practical implications Employee voice refers to an employee providing challenging advice to contribute to the success of an organization. Voicing employees who speak up to change the status quo and challenge the current circumstances in an organization may become the target of bullying. Therefore, it is suggested that leaders should address the advice offered by employees and provide suitable support when employee voice benefits the company. Originality/value The findings have implications for the understanding of employees’ conditions and its associations with social issues in the workplace.

How and when does leader narcissism hinder team radical creativity? The role of team information elaboration and inter-team competition

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhiqiang Liu ◽  
Rong Zhou ◽  
Lihua Wei ◽  
Xi Ouyang ◽  
Kong Zhou
Keyword(s):  
Social Information Processing ◽  
Indirect Effects ◽  
Mediating Effect ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Activation Theory ◽  
Time Lagged ◽  
Chinese Company

Purpose Drawing on social information processing theory and trait activation theory, this study aims to examine the mediating effect of leader narcissism on team radical creativity via team information elaboration and explores the moderating role of inter-team competition. Design/methodology/approach Time-lagged and multisource survey data were collected from 86 team leaders and 409 employees in a Chinese company. Path analysis was used to test the hypotheses. Findings The results indicated that leader narcissism could impede team radical creativity via team information elaboration. Moreover, the negative indirect effects of leader narcissism on team radical creativity were more pronounced when the inter-team competition was low. Originality/value This study makes contributions to the literature on leader narcissism and team radical creativity by examining the detrimental indirect effects of leader narcissism on team radical creativity via team information. Furthermore, it broadens current literature by investigating the potential positive intervention of inter-team competition on the negative aspects of leader narcissism.

Family supportive and singles-friendly: how an equally supportive working environment impacts unmarried hotel employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Su-Ying Pan ◽  
Yuquan Li
Keyword(s):  
Social Information Processing ◽  
Academic Research ◽  
Working Environment ◽  
Work Culture ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
New Strategy ◽  
Hotel Managers ◽  
The Relationship

Purpose This study aims to focus on a relatively unexplored area: single employees’ non-work needs. With social information processing theory as the basis, the authors examine the process whereby a singles-friendly work culture leads to multiple desirable outcomes for single employees. Design/methodology/approach Data was collected from 472 single employees working in the hospitality sector in China. A model with three mediating paths was tested using Mplus 7.2 software. Findings The authors found that organization-based self-esteem mediates the relationship between a singles-friendly work culture and emotional exhaustion; procedural justice mediates the relationship between a singles-friendly work culture and organizational commitment and hostility mediate the relationship between a singles-friendly work culture and helping behaviors directed toward coworkers. Practical implications The present study reminds hotel managers that establishing a singles-friendly work culture is a new strategy to retain and attract talented single employees. Originality/value Inspired by the work of Casper et al. (2007), the authors examined the importance of equal employment opportunities for single employees, who are the major workforce in the hotel industry but are often ignored in academic research.

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