Abstract
In today’s changing environment, employees’ voice behavior can enhance organizational effectiveness. This study tests an integrative model linking proactive personality, leader–member exchange (LMX), voice behavior, and employee–supervisor sex (dis)similarity. Sex (dis)similarity is posited as a moderator. Results showed proactive personality was positively related to both voice behavior and LMX quality, and LMX quality was positively related to voice behavior. LMX quality partially mediated the relationship between proactive personality and voice behavior. Employee–supervisor sex (dis)similarity moderated the effect of LMX quality on voice behavior. Employees working in higher quality LMX relationships with supervisors of dissimilar sex exhibited more voice behavior.
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