Managerial Motivation to Promote Prosocial and Protective Voice: An Integration and Path Forward

Abstract

Building on disparate voice research traditions from organizational behavior (OB), industrial relations (IR) and strategic human resource management (SHRM), we develop a series of propositions that explain managerial motivations for promoting two key forms of employee voice - prosocial and protective. Whereas prosocial voice is a voluntary and discretionary action by employees aimed at helping the organization succeed, protective voice refers to actions or behaviors by employees meant to safeguard their workplace rights and interests. Our arguments are rooted in the fundamental importance of both forms of voice for a sustainable, balanced employment relationship and we draw upon a theory of decision making - regulatory focus theory - to understand how management of an organization may emphasize one, both or neither form of voice. In addition to advancing the study of voice itself, the value of our broader conceptualization of this topic is shown through linkages to employment research in OB, IR and SHRM more generally.