Differential promotive voice–prohibitive voice relationships with employee performance: Power distance orientation as a moderator

Regulatory Fit Demonstrates That Prohibitive Voice Does Not Lead to Low Performance Evaluation

“…Reviews of recent literature highlighted different types of voice effects on employee performance evaluations (Li et al, 2017;Song et al, 2019). As noted in the Introduction, employees using the prohibitive voice point out risks or harmful factors in the organization; they may be perceived as complaining or fault-finding and evoke leaders' negative emotions (Van Dyne et al, 1995;Liang et al, 2012).…”

“…Song et al (2019) argue that these two different conclusions may stem from prior researchers ignoring the effects of different types of voice on employee performance. In response to this gap in the research, Song et al (2019) discussed the respective relationships between two types of voice (i.e., promotive voice and prohibitive voice) and employee performance. It may be helpful to note that the practice of thinking and talking about future developments and goals at work generally nurtures workplace enthusiasm (Kark and Van Dijk, 2007).…”

“…Fourth, in line with prior studies (Liang et al, 2012;Song et al, 2019), we adopted subjective measures and asked participants to rate their prohibitive voices themselves. However, subjective measures are vulnerable to systematic bias (Bommer et al, 1995) and random error (Bollen and Paxton, 1998).…”

“…Some studies show that voice positively affects employee performance (Bryson et al, 2006;Whiting et al, 2008;Ng and Feldman, 2012;Chen and Hou, 2016), while others draw the opposite conclusion (Seibert et al, 2001;Hung et al, 2012). Song et al (2019) argue that these two different conclusions may stem from prior researchers ignoring the effects of different types of voice on employee performance. In response to this gap in the research, Song et al (2019) discussed the respective relationships between two types of voice (i.e., promotive voice and prohibitive voice) and employee performance.…”

“…Additionally, Liu W. et al (2010) divide voice into two types based on the target of the voice behavior: speaking out (voicing to peers) and speaking up (voicing to a supervisor). From the perspective of psychology, Liang et al (2012) divide voice into promotive voice and prohibitive voice according to content; this approach is widely used in China, and has been validated by a broad range of scholars (e.g., Song et al, 2019). The current study adopts this method of analyzing voice and makes new contributions to the literature by focusing on the prohibitive voice.…”