Dispositional Antecedents of Demonstration and Usefulness of Voice Behavior

Crant, J. Michael; Kim, Tae‐Yeol; Wang, Jie

doi:10.1007/s10869-010-9197-y

Cited by 101 publications

(101 citation statements)

References 54 publications

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“…In addition, we note that for individual dispositions, as well as other antecedent categories, there are a number of constructs that align well with Morrison's framework but were not discussed in her work. For example, research suggests that employees tend to use voice when they are amiable and courteous (Crant, Kim, & Wang, ), open to new opportunities or change (LePine & Van Dyne, ; Maynes & Podsakoff, ), take a self‐starting approach to work (Ohly, Sonnentag, & Pluntke, ), judge themselves as capable organizational contributors (Liang & Gong, ), or are enthusiastic or in a good mood (Liu et al., ; Tenhiälä & Lount, ). These dispositions advance the idea that agreeableness , openness to experience , personal initiative , core self‐evaluation ( CSE ), and positive affect may also be positively associated with voice.…”

Section: An Integrative Examination Of Voice and Its Promotive And Prmentioning

confidence: 99%

A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

Chamberlin

Newton

LePine

2016

Personnel Psychology

365

599

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This article reports meta‐analyses intended to clarify and enhance our understanding of voice and its promotive and prohibitive forms. We find that undifferentiated constructive voice is associated with a wide range of antecedents that fit in Morrison's (2014) five categories: (a) dispositions, (b) job and organizational attitudes and perceptions, (c) emotions, beliefs, and schemas, (d) supervisor and leader behavior, and (e) contextual factors. However, relative weight analyses reveal a highly dominant variable within each category (personal initiative, felt responsibility, engagement, leader–member exchange, and positive workplace climate). We also find that undifferentiated constructive voice has a moderate zero‐order association with job performance that is nonsignificant when task performance and organizational citizenship behavior are also considered. Finally, we explore how associations vary as a function of whether voice is promotive or prohibitive. First, there are significant differences in associations with over a third of the antecedents (core self‐evaluations, felt responsibility, organizational commitment, detachment, psychological safety, ethical leadership, and leader openness). Second, although promotive voice has a positive association with job performance, the opposite is true for prohibitive voice. We conclude with suggestions to enhance our understanding of voice, especially with respect to efforts needed to clarify and distinguish promotive and prohibitive voice.

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Section: An Integrative Examination Of Voice and Its Promotive And Prmentioning

confidence: 99%

A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

Chamberlin

Newton

LePine

2016

Personnel Psychology

365

599

View full text Add to dashboard Cite

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“…For example, people with higher proactive personality, or people "who [are] relatively unconstrained by situational forces and who [effect] environmental change" (Bateman & Crant, 1993, p. 105), tend to speak up to improve their work environment (Crant, Kim, & Wang, 2011), to formulate new ideas to improve work effectiveness (Parker, Williams, & Turner, 2006) and to actively scan the environment for important cues to help them find a novel way forward (Kickul & Gundry, 2002). Proactive behavior (i.e., self-initiated, futurefocused and change-oriented actions) (Parker, Bindl, & Strauss, 2010) can help people actively master the work environment, especially in the face of uncertainty and novelty (Griffin, Neal, & Parker, 2007), which can give rise to a sense of competence at work.…”

Section: The Role Of Proactive Personalitymentioning

confidence: 99%

Enhancing a Sense of Competence at Work by Engaging in Proactive Behavior: The Role of Proactive Personality

Deng

2017

J Happiness Stud

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“…They found support for the proactivity–innovation relationship but not for the proactivity–voice relationship. On the other hand, Crant, Kim, and Wang () found that, among many dispositional traits, proactive personality was the strongest predictor of communication of new ideas and changes to others. Thus, both previous theoretical and empirical researches lead us to predict: Hypothesis Proactive personality is positively related to IRB.…”

Section: Theorymentioning

confidence: 99%

Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality

2012

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Summary Previous research has yielded mixed results regarding the effects of age on innovation‐related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee possesses a proactive personality. We collected data from 196 employees at three points in time over a one‐year period. Results supported the hypothesized 3‐way interaction of age, supervisor undermining, and proactive personality on IRB. As predicted, highly proactive older workers responded to high supervisor undermining with more IRB, whereas older workers low on proactive personality responded to high supervisor undermining with less IRB. On the other hand, when supervisor undermining was low, proactive personality did not moderate the relationship of age with IRB. Copyright © 2012 John Wiley & Sons, Ltd.

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Dispositional Antecedents of Demonstration and Usefulness of Voice Behavior

Cited by 101 publications

References 54 publications

A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

Enhancing a Sense of Competence at Work by Engaging in Proactive Behavior: The Role of Proactive Personality

Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality

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