Voice behavior and creative performance moderated by stressors

Abstract

Purpose The purpose of this paper is to test the moderating role of work-related stressors on the relationship between voice behavior and the voicer’s creative performance. Design/methodology/approach The sample comprised 781 full-time employees from 16 companies covering six industries in the central region of China. Hierarchical moderated regression analyses were used to test the hypotheses. Findings Results showed that voice behavior had significant positive effect on creative performance. The positive relationship between voice behavior and creative performance was stronger for employees with low challenge stressors as well as for employees with high hindrance stressors. Research limitations/implications This study employs a cross-sectional design with data collected from the same source. Practical implications The findings suggest that employees should be encouraged to voice out their opinions and ideas. Work-related stressors should be treated differently to expand the effects of voice behavior on creative performance. Originality/value This study is one of the few to establish boundary conditions from the contextual perspective on the effect of voice behavior on employee performance. Considering whether work-related stressor is a challenge or a hindrance could possibly result in a better understanding of the role of work-related stressors in the voice behavior-creative performance relationship. An empirical evidence is provided for the positive relationship between voice behavior and employee performance outcomes.

Is the Relationship of Proactive Personalities to Creativity Mediated by Voice Behavior in Indonesian Marketing Employees?

“…Our result also showed that voice behavior significantly affects employee creativity. This empirical evidence supports published studies Chen & Hou, 2016;Hu et al, 2013;Song et al, 2017)]. Our finding is in accordance with Ng and Feldman's (2012) argument that voice behavior is an important behavior in organization.…”

“…Voice behavior is a good way for ideas to be conveyed. Previous studies have shown that voice behavior is positively correlated with creativity Chen & Hou, 2016;Hu, Wang, & Dong, 2013;Song, Wu, & Gu, 2017) and proactive personality (Ristig, 2008;Kanten, & Ulker, 2012;Lian & Tang, 2010).…”

Exploring the Influence of Ethical Leadership on Voice Behavior: How Leader-Member Exchange, Psychological Safety and Psychological Empowerment Influence Employees’ Willingness to Speak Out

“…For individuals, voice behavior is negatively correlated with job stress and positively correlated with job performance ( Ng and Feldman, 2012 ). Other studies have shown that voice behavior can improve employee performance ( Song et al, 2017 ).…”

When Do Employees Speak Up Under Job Stressors? Exploring the Potential U-Shaped Relationship Between Hindrance Stressors and Voice Behavior

“…On the other hand, hindrance stressors are positively related to voice behavior, as the expression of concern for harmful behavior can help to remove hindrance stressors (Ng and Feldman, 2012). The resource-acquisition motivation of the COR theory drives employees to speak up regarding the accumulation of additional resources from employers and support from others (Song et al, 2017). Therefore, the clarification of the hindrance stressors–voice relationship is valuable because both positive and negative associations between hindrance stressors and voice behavior are plausible.…”