This multistudy research examines the unit-level relationship between promotive voice behavior and management innovation. Study 1 utilizes multisource data from 62 work units and reports that willingness to discuss ideas mediates the unit-level relationship between promotive voice and management innovation. The results of Study 1 also show that the unit's available resources make the relationship stronger between promotive voice and willingness to discuss ideas. Study 2 employs a scenario-based design to constructively replicate and expand the results of Study 1, utilizing a sample of 100 working adults. The results of the second study also show that resource availability positively moderates the relationship between promotive voice and willingness to discuss ideas. Furthermore, Study 2 shows that the indirect effect of promotive voice on management innovation through willingness to discuss ideas is stronger when more resources are made available to the work units. This moderatedmediation effect is shown to be significant using two different operationalizations of management innovation. The implications for theory and practice are discussed.

Visible speech and gestures are two forms of available language information that can be used by listeners to help them understand the speaker's meaning. Previous research has shown that older adults are particularly dependent on visible speech, yet seem to profit less than younger adults from the speaker's gestures. To understand how visible speech and gestures are used when listening becomes difficult, the authors conducted an experiment with a dichotic shadowing task. The experiment examined how accurately participants could shadow the right- or left-ear input when instructed to attend selectively to a particular ear and whether performance benefited from visual input. The results indicate that older adults' shadowing performance was unaffected by visible speech and gestures. Younger adults did benefit by both visible speech and gestures. Thus, under extremely attention-demanding listening conditions, older adults are unable to use a compensatory mechanism for encoding visual language.

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Although the literature on voice suggests that subordinates low in power distance values (i.e. those who neither believe nor accept the unequal distribution of power in organisations) should engage in voice behaviour more frequently, the empirical research has returned equivocal findings.Drawing from person-supervisor (P-S) research, we propose that subordinates' decision to engage in voice depends on the joint effects of leaders and subordinates' power distance values. Specifically, we investigate varying configuration of leader-subordinate power distance congruence and incongruence on subordinates' voice. Additionally, as employees' values may constitute more distal antecedents of voice behaviour, we also examine the mediating role of affective trust in the leader as affective trust constitutes a more proximal antecedent of proactive behaviours such as voice. Utilising data from 236 subordinates and their leaders, our results show that voice is most frequent when (a) leaders and followers share low power distance values and (b) when leaders score low and subordinates high on these values. Additionally, affective trust fully mediates the relationship between power distance value congruence and voice. We discuss the theoretical and practical implications of our findings.