Abstract
The research of ethical leadership has emerged as an important topic in relation to understanding the effects of leadership within an organization. Besides, in the last decades, there are numerous studies have been done that investigate some extra role behaviors, their antecedents, and consquences. Though voice behavior is not required in one’s job, it can contribute directly to the organizational contextual performance and indirectly to the job performance of individual employee as well as the performance of the whole organization. In this study, we propose that leader-member exchange (LMX) as a mechanism reflecting how ethical leadership affects the voice behavior of employees. We develop a mediation model of the psychological processes linking perceptions of ethical leadership and employee voice. This study examined the relationship between ethical leadership, leader-member exchange and the two components of voice behavior, defined as promotive voice and prohibitive voice, using a sample of 1238 supervisor-subordinate dyads from Vietnamese service firms. Results showed that ethical leadership related positively to promotive voice and prohibitive voice. In addition, leader-member exchange mediated the relationship between ethical leadership and promotive voice as well as prohibitive voice. Limitations of the study, directions for future research, and implications of the findings are discussed.
Highlights
Voice behavior has been the subject of research for the past decades
Most researchers in the literature have relied on the arguments of social learning and social exchange theories to explain the effects of ethical leadership on employee voice
Though the social comparison in leader-member exchange was found to be related to employee voice [53], few researchers have applied this perspective to explain the influence of ethical leadership on employee voice
Summary
Voice behavior has been the subject of research for the past decades. Employee Voice behavior was defined as speaking up with suggestions as well as a concern [1]. Voice is the expression of constructive opinions, concerns, or ideas about work-related issues [1]. Voice is essential for organizations to enhance their current status and to achieve sustainable development [2]. We follow voice as behavior that is not in an employee’s job description and may or may not is rewarded by organizations. Though voice behavior is not required in one’s job, it can contribute directly to the organizational contextual performance and indirectly to the job performance of individual employee as well as the performance of the whole organization [3]
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
