Abstract
The aim of this three-study report was to validate the Dutch version of the promotive and prohibitive voice scale and to further embed the constructs of promotive and prohibitive voice within their nomological network. Promotive voice refers to the expression of suggestions for improving work practices, whereas prohibitive voice refers to the expression of concerns about practices and behaviors that are detrimental. In Study 1 (N = 121), confirmatory factor analyses (CFAs) provided evidence for the two-factor structure, which was replicated in the other two studies. In Study 2 (NT1 = 209/NT2 = 107), we investigated the convergent and discriminant validity of the promotive and prohibitive voice scale, and tested measurement invariance across gender and time. Results provided validity evidence, partial scalar invariance for gender, and scalar invariance across time. In Study 3 (N = 149), we expanded the nomological network of the promotive and prohibitive voice scales through their relationship with personal initiative, approach temperament, and risk propensity. Taken together, our results provide strong evidence for the validity of the Dutch version of the promotive and prohibitive voice scale.
Highlights
Employee voice –the expression of constructive opinions, concerns, or ideas about work-related issues– is crucial to the functioning of organizations (Van Dyne et al, 2003; Morrison, 2011)
To evaluate the model fit we considered the χ2-value divided by the degrees of freedom (χ2/df), the Root Mean Square Error of Approximation (RMSEA), the Standardized Root Mean Residual (SRMR), the Tucker–Lewis Index (TLI), and the Comparative Fit Index (CFI)
For the prohibitive voice items, In Study 2, we aimed to provide further evidence for the psychometric properties of the Dutch version of the promotive and prohibitive voice scales
Summary
Employee voice –the expression of constructive opinions, concerns, or ideas about work-related issues– is crucial to the functioning of organizations (Van Dyne et al, 2003; Morrison, 2011). Employees can formulate ideas for improving procedures, or can speak up when a colleague undermines team performance To account for these different manifestations, scholars have differentiated the voice construct based on its content domain: promotive (or suggestion-focused) voice and prohibitive (or problem-focused) voice (Morrison, 2011; Liang et al, 2012). Promotive voice refers to the expression of suggestions for improving current practices, whereas prohibitive voice refers to the expression of concerns about practices and behaviors that might have detrimental effects. Distinguishing between these two manifestations of employee
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