Abstract
While employee voice is vital for organizational effectiveness, managers may, at times, disregard the constructive suggestions of their employees. Using three-wave survey data, we theoretically developed and empirically tested a dual-process model that specifies how voice endorsement is associated with the characteristics of employees and with the psychological processes of managers. Our findings suggest that proactive personality and task performance and of employees are positively associated with voice endorsement of managers. Meanwhile, managers’ affect-based trust and cognition-based mediate these two relationships. We aim to contribute to the voice literature and provide practical implications to both employees and managers when giving and receiving voices.
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