Please use this identifier to cite or link to this item: http://hdl.handle.net/10397/80206
DC FieldValueLanguage
dc.contributor.authorHuang, Xen_US
dc.contributor.authorXu, Een_US
dc.contributor.authorHuang, Len_US
dc.contributor.authorLiu, Wen_US
dc.date.accessioned2019-01-11T06:34:06Z-
dc.date.available2019-01-11T06:34:06Z-
dc.date.issued2018-
dc.identifier.citationJournal of applied psychology, 2018, v. 103, no. 10, p. 1101-1120en_US
dc.identifier.issn0021-9010en_US
dc.identifier.urihttp://hdl.handle.net/10397/80206-
dc.description.abstractDeparting 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.en_US
dc.description.sponsorshipDepartment of Management and Marketingen_US
dc.language.isoenen_US
dc.publisherAmerican Psychological Associationen_US
dc.relation.ispartofJournal of applied psychologyen_US
dc.rights© 2018 American Psychological Associationen_US
dc.rightsThe following publication Huang, X., Xu, E., Huang, L., & Liu, W. (2018). Nonlinear consequences of promotive and prohibitive voice for managers’ responses: The roles of voice frequency and LMX. Journal of Applied Psychology, 103(10), 1101-1120 is available at http://dx.doi.org/10.1037/apl0000326en_US
dc.subjectConsequences of voiceen_US
dc.subjectLMXen_US
dc.subjectProhibitive voiceen_US
dc.subjectPromotive voiceen_US
dc.subjectSocial persuasionen_US
dc.titleNonlinear consequences of promotive and prohibitive voice for managers' responses: The roles of voice frequency and LMXen_US
dc.typeJournal/Magazine Articleen_US
dc.identifier.spage1101en_US
dc.identifier.epage1120en_US
dc.identifier.volume103en_US
dc.identifier.issue10en_US
dc.identifier.doi10.1037/apl0000326en_US
dc.identifier.isiWOS:000445644000003-
dc.identifier.scopus2-s2.0-85049007770-
dc.identifier.pmid29939035-
dc.identifier.eissn1939-1854en_US
dc.description.validate201901 bcmaen_US
dc.description.oapreprint_postprinten_US
Appears in Collections:Journal/Magazine Article
Files in This Item:
File Description SizeFormat 
Huang_Nonlinear_consequences_promotive.pdfPre-Published version1.2 MBAdobe PDFView/Open
Access
View full-text via PolyU eLinks SFX Query
Show simple item record
PIRA download icon_1.1View/Download Contents

SCOPUSTM   
Citations

1
Last Week
0
Last month
Citations as of Feb 13, 2019

Page view(s)

110
Citations as of Feb 19, 2019

Download(s)

53
Citations as of Feb 19, 2019

Google ScholarTM

Check

Altmetric


Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.