Employee voice behavior revisited: its forms and antecedents
Abstract
Purpose
The purpose of this article is twofold. First, this article attempts to classify employee voice behavior using three distinct dimensions of voice message embedded in employee voice behavior: voice change beneficiary, voice change approach and voice change time orientation. Second, this article discusses the theoretical underpinning that can be used to best explain the antecedents of a certain form of employee voice behavior.
Design/methodology/approach
A theoretical analysis was performed.
Findings
This article proposes that employee voice behavior can be classified into self-centered vs other-centered, improvement-focused vs prevention-focused and present-oriented vs future-oriented. Moreover, this article discusses how social exchange, personality traits and cultural perspectives help explain the antecedents of each of these forms of employee voice behavior.
Practical implications
First, this article recommends that managers should evaluate employee voice behavior based upon contexts in which the behavior is exhibited. Second, this article recommends that managers not only need to establish an environment where employee voice behavior is strongly encouraged, but also pay attention to reducing psychological and physical symptoms caused by speaking up for others. Finally, this article provides further managerial implications by highlighting that high-quality social exchange relationships can not only trigger employees’ desire to voice for themselves, but also motivate employees to voice for others.
Originality/value
This article is one of the few studies that attempt to classify employee voice behavior.
Keywords
Citation
Chou, S.Y. and Barron, K. (2016), "Employee voice behavior revisited: its forms and antecedents", Management Research Review, Vol. 39 No. 12, pp. 1720-1737. https://doi.org/10.1108/MRR-09-2015-0199
Publisher
:Emerald Group Publishing Limited
Copyright © 2016, Emerald Group Publishing Limited