Please use this identifier to cite or link to this item:
http://hdl.handle.net/10397/80206
DC Field | Value | Language |
---|---|---|
dc.contributor | Department of Management and Marketing | - |
dc.creator | Huang, X | - |
dc.creator | Xu, E | - |
dc.creator | Huang, L | - |
dc.creator | Liu, W | - |
dc.date.accessioned | 2019-01-11T06:34:06Z | - |
dc.date.available | 2019-01-11T06:34:06Z | - |
dc.identifier.issn | 0021-9010 | en_US |
dc.identifier.uri | http://hdl.handle.net/10397/80206 | - |
dc.language.iso | en | en_US |
dc.publisher | American Psychological Association | en_US |
dc.rights | © 2018 American Psychological Association | en_US |
dc.rights | The 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/apl0000326 | en_US |
dc.subject | Consequences of voice | en_US |
dc.subject | LMX | en_US |
dc.subject | Prohibitive voice | en_US |
dc.subject | Promotive voice | en_US |
dc.subject | Social persuasion | en_US |
dc.title | Nonlinear consequences of promotive and prohibitive voice for managers' responses: The roles of voice frequency and LMX | en_US |
dc.type | Journal/Magazine Article | en_US |
dc.identifier.spage | 1101 | en_US |
dc.identifier.epage | 1120 | en_US |
dc.identifier.volume | 103 | en_US |
dc.identifier.issue | 10 | en_US |
dc.identifier.doi | 10.1037/apl0000326 | en_US |
dcterms.abstract | 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. | - |
dcterms.accessRights | open access | en_US |
dcterms.bibliographicCitation | Journal of applied psychology, 2018, v. 103, no. 10, p. 1101-1120 | - |
dcterms.isPartOf | Journal of applied psychology | - |
dcterms.issued | 2018 | - |
dc.identifier.isi | WOS:000445644000003 | - |
dc.identifier.scopus | 2-s2.0-85049007770 | - |
dc.identifier.pmid | 29939035 | - |
dc.identifier.eissn | 1939-1854 | en_US |
dc.description.validate | 201901 bcma | en_US |
dc.description.oa | Accepted Manuscript | en_US |
dc.identifier.FolderNumber | a0276-n01 | en_US |
dc.description.pubStatus | Published | en_US |
Appears in Collections: | Journal/Magazine Article |
Files in This Item:
File | Description | Size | Format | |
---|---|---|---|---|
Huang_Nonlinear_consequences_promotive.pdf | Pre-Published version | 1.2 MB | Adobe PDF | View/Open |
Page views
227
Last Week
0
0
Last month
Citations as of Apr 21, 2024
Downloads
1,477
Citations as of Apr 21, 2024
SCOPUSTM
Citations
71
Last Week
0
0
Last month
Citations as of Apr 19, 2024
WEB OF SCIENCETM
Citations
72
Last Week
0
0
Last month
Citations as of Apr 25, 2024
Google ScholarTM
Check
Altmetric
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.