{"title":"From opportunity to threat: the non-linear relationship between voice frequency and job performance via voice endorsement","authors":"Limei Zhang, Hui Chen","doi":"10.1111/1744-7941.12368","DOIUrl":null,"url":null,"abstract":"<p>How managers evaluate employees' ideas and when they endorse or reject them have always been concerns. Based on categorization theory, we theorize that middle managers with multiple responsibilities and limited resources tend to label excessive voices as threats instead of opportunities. We thus propose an inverted U-shaped relationship between voice frequency and voice endorsement that sequentially influences job performance. Further, perceived task interdependence, related to how an individual makes sense of issues in the team, will influence voice content and moderate the curvilinear relationship between voice frequency and job performance through voice endorsement. A three-wave time-lagged survey of Chinese firms, including 299 employees and 37 supervisors, provided convergent support for this theoretical model. Our research contributes to the voice literature by exploring how middle managers' limited resources and multiple responsibilities influence their voice evaluation process. This research thus has practical implications for both organizations and employees, as it suggests organizations allocate resources to facilitate managers' implementation of voice and provides suggestions for effective voice experience.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9000,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Asia Pacific Journal of Human Resources","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12368","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 0
Abstract
How managers evaluate employees' ideas and when they endorse or reject them have always been concerns. Based on categorization theory, we theorize that middle managers with multiple responsibilities and limited resources tend to label excessive voices as threats instead of opportunities. We thus propose an inverted U-shaped relationship between voice frequency and voice endorsement that sequentially influences job performance. Further, perceived task interdependence, related to how an individual makes sense of issues in the team, will influence voice content and moderate the curvilinear relationship between voice frequency and job performance through voice endorsement. A three-wave time-lagged survey of Chinese firms, including 299 employees and 37 supervisors, provided convergent support for this theoretical model. Our research contributes to the voice literature by exploring how middle managers' limited resources and multiple responsibilities influence their voice evaluation process. This research thus has practical implications for both organizations and employees, as it suggests organizations allocate resources to facilitate managers' implementation of voice and provides suggestions for effective voice experience.
期刊介绍:
The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.