Abstract

Although empirical evidence has accumulated showing that group climate has a significant impact on employee voice, knowledge about how different types of climates may influence voice is limited. Drawing upon the theory of planned behavior, we develop and test a model that explains whether and how the two group climates, cooperation and sanction, differentially predict employee promotive and prohibitive voice. We test the hypotheses using data collected from a sample of 274 full-time employees nested in 58 workgroups across two time periods. The empirical results show that group climate predicts employee voice in different ways: Group cooperation climate has a positive effect on both types of employee voice, whereas group sanction climate shows a negative effect on promotive voice. Individuals’ psychological capital is a cross-level mediator in the relationship between group climate and employee voice. Employees’ prevention focus negatively moderates the relationship between psychological capital and employee voice. These results highlight the important effect of group climate on employee voice in organization and calls on managers to create a favorable environment to increase employees’ psychological capital and voice behaviors.

Highlights

  • —Forbes (2020) Employee voice refers to the discretionary communication of ideas, suggestions, concerns, or opinions about work-related issues with the intent to bring about improvement or changes (Morrison, 2011, 2014)

  • We performed a confirmatory factor analysis to test the discriminant validity of the seven variables: group cooperation climate, group sanction climate, psychological capital, promotion focus, prevention focus, promotive voice, and prohibitive voice

  • The empirical results show that the two group climates predict employee voice behaviors in different ways

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Summary

Introduction

—Forbes (2020) Employee voice refers to the discretionary communication of ideas, suggestions, concerns, or opinions about work-related issues with the intent to bring about improvement or changes (Morrison, 2011, 2014). Existing research explores the effect of group size (LePine and Van Dyne, 1998), structure (Islam and Zyphur, 2005), support (Eisenberger et al, 1990), human resource management practices (Hu and Jiang, 2016; Wilkinson and Barry, 2016), and some specific climates (Morrison et al, 2011; Frazier and Bowler, 2015). Among these group-level antecedents, group climate, as an important voice-relevant contextual factor, has received growing yet still inadequate academic attention (Morrison and Milliken, 2000; Morrison et al, 2011; Hsiung and Tsai, 2017). The TPB fits voice behavior in nature and provides a solid theoretical foundation for understanding the relationship between group climate and employee voice

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