Department of Management, Kelley School of Business, Indiana University, Bloomington, IN 47405, USA.
J Appl Psychol. 2012 Jan;97(1):159-82. doi: 10.1037/a0024871. Epub 2011 Aug 15.
The article contained a production-related error. In Table 5, the four values in the rows for Study 1 Prosocial motives and Study 1 Constructive voice should have been shifted one column to the right, to the Direct and Total Performance evaluations columns. All versions of this article have been corrected.] Although employee voice behavior is expected to have important organizational benefits, research indicates that employees voicing their recommendations for organizational change may be evaluated either positively or negatively by observers. A review of the literature suggests that the perceived efficacy of voice behaviors may be a function of characteristics associated with the (a) source, (b) message, and (c) context of the voice event. In this study, we manipulated variables from each of these categories based on a model designed to predict when voice will positively or negatively impact raters' evaluations of an employee's performance. To test our model, we conducted 3 laboratory studies in which we manipulated 2 source factors (voicer expertise and trustworthiness), 2 message factors (recommending a solution and positively vs. negatively framing the message), and 2 context factors (timing of the voice event and organizational norms for speaking up vs. keeping quiet). We also examined the mediating effects of liking, prosocial motives, and perceptions that the voice behavior was constructive on the relationships between the source, message, and context factors and performance evaluations. Generally speaking, we found that at least one of the variables from each category had an effect on performance evaluations for the voicer and that most of these effects were indirect, operating through one or more of the mediators. Implications for theory and future research are discussed.
这篇文章存在与制作过程相关的错误。在表 5 中，第 1 项研究中的亲社会动机和第 1 项建设性反馈这两列的四个数值应向右移动一列，移至直接和总体绩效评估这两列。本文的所有版本都已更正。] 尽管员工的声音行为有望带来重要的组织效益，但研究表明，员工提出对组织变革的建议可能会被观察者积极或消极地评价。对文献的回顾表明，声音行为的感知效果可能是与（a）来源、（b）信息和（c）声音事件背景相关的特征的函数。在这项研究中，我们根据旨在预测何时声音会对评估者对员工绩效的评价产生积极或消极影响的模型，操纵了这些类别中的每个变量。为了检验我们的模型，我们进行了 3 项实验室研究，在这些研究中，我们操纵了 2 个来源因素（发声者的专业知识和可信度）、2 个信息因素（建议解决方案和积极或消极地构建信息）以及 2 个背景因素（声音事件的时间和发表意见的组织规范与保持沉默）。我们还检查了喜欢、亲社会动机和声音行为建设性的认知对来源、信息和背景因素与绩效评估之间关系的中介作用。总的来说，我们发现每个类别中的至少一个变量对发声者的绩效评估有影响，而且这些影响大多数是间接的，通过一个或多个中介发挥作用。讨论了对理论和未来研究的启示。
