The divergent effects of work stress on constructive voice and defensive voice: A cross-level of moderated mediation model

Effect of Psychological Ownership on Employee Defensive Voice in IT Services Organisations: The Moderating Role of Power Distance Orientation

“…Two theoretical contributions are made in this study. First, while most of the research on employee voice have studied positively-intended voice (Ma, 2016;Maynes & Podsakoff, 2014), this study contributes to the small but expanding body of research on Maynes and Podsakoff's (2014) negative voice behaviour of defensive voice (Bharanitharan et al, 2019;Déprez et al, 2019;Duan et al, 2021;Liu et al, 2021;Lu et al, 2019;Ma, 2016;Ng et al, 2021;Unler & Caliskan, 2019) by showing a negative relationship between PO (job-based) or PO (organisationbased) and negatively-intended defensive voice to supervisor. Second, although current literature has reported a moderating effect of PDO on several relationships featuring employee voice as the criterion variable (Botero & Van Dyne, 2009;Lin et al, 2019) and PO as the mediating variable (Liu et al, 2012), to the best of the authors' knowledge, this is the earliest study to show the moderating effect of employee PDO on the relationships between PO (organisation-based and job based) and defensive voice to supervisor.…”

“…Also, when an employee perceives a decrease in ethical leadership, he/she expresses defensive voice through increased contempt for organisation (Ng et al, 2021). Lu et al (2019) found that work stress perceived by an employee contributed to defensive voice, and this relationship was mediated by ego depletion. In addition to the predicting role of negative attributes such as contempt for organisation, decreased ethical leadership (Ng et al, 2021) and work stress (Lu et al, 2019) in defensive voice, Bharanitharan et al (2019) showed that positive attributes such as leader humility may also contribute to defensive voice, through mediating effects of follower's feeling of being trusted and follower's self-efficacy.…”

“…It is also posited that, while negative triggers in an organisation can cause the negative reaction of defensive voice from an employee, positive triggers in an organisation [such as positive organisational behaviour (POB) of PO experienced towards job or organisation (Avey et al, 2009)] may mitigate the negative reaction of defensive voice from an employee. On examining the extant literature on the relationship between different predictors and defensive voice (Bharanitharan et al, 2019;Lu et al, 2019;Ng et al, 2021), and the relationship between PO (experienced towards job or organisation) and positive employee voice (Andiyasari et al, 2017;Gardner et al, 2021;Mustafa et al, 2015;O'Driscoll et al, 2006;Ramos et al, 2014;Wang et al, 2019), it was identified that the relationships between PO (organisation-based) and negatively-intended defensive voice to supervisor and between PO (job-based) and negatively-intended defensive voice to supervisor are not examined in existing literature. This research gap is examined in hypotheses 1 and 2 (associated with RQ1) discussed below.…”

“…As possible means of alleviating this harmful defensive voice to supervisor, the effect of psychological ownership (PO) experienced towards one's job or organisation on defensive voice to supervisor is studied. Predictors of defensive voice such as contempt for organisation, decreased ethical leadership (Ng et al, 2021), work stress (Lu et al, 2019), and leader humility (Bharanitharan et al, 2019) have been studied by extant research. Further, PO (experienced towards job or organisation) has been found to alleviate negative attitudes or behaviour such as employee intentions of turnover (Bernhard & O'Driscoll, 2011), knowledge withholding behaviour (Peng & Pierce, 2015), and burnout (Kaur et al, 2013).…”

Work Resilience Scale

“…“I feel a great deal of stress because of my job.” is an example item. Lu and colleagues (2019) reported good reliability (α = .86) among Chinese working adults. Cronbach’s α is .74 and .80.…”