Abstract
This paper aims to develop a model delineating the relationship between altruistic concern for prosocial motives/felt accountability for impression management motives of voice behavior and employees' career success. The model proposed in this study argues that the relationship between motives and career success depends on the voice behavior mediating mechanism and the moderating effect of supervisor-attributed motives on the relationship between voice behavior and career success. The results stress the importance of the context of supervisor attribution motives in linked voice behavior and career success. Overall, our model attempts to address these concerns by highlighting in particular the role of the perspective of supervisor attribution motives to advance the body of knowledge about voice behavior and career success. Practical and theoretical implications are addressed on the basis of the research findings as well as suggestions for future research in the employee voice behavior field.
Highlights
Career development is a dynamic process in the organization and individual perceived organizational career management to improve job performance and career satisfaction (Guan, Zhou, Ye, Jiang & Zhou, 2015; Shen, Demel, Unite, Briscoe, Hall, Chudzikowski, & Fei, 2015)
Scholars have discussed the all-volunteer forces (AVF) either as “good soldiers” who desire to help their supervisors or co-workers because of prosocial motives or as “good actors” who are motivated to engage in citizenship with impression management to complete the task assigned by the supervisor (Grant & Mayer, 2009)
Researchers have stated that subordinates who engage in organizational citizenship behavior (OCB) are considered good organizational citizens, but the relationship is moderated by supervisor attributions of motives (Bolino, 1999)
Summary
Altruistic Concern for Prosocial Motives and Felt Accountability for Impression Management Motives. Egoistic motivation refers to the state in which the ultimate goal is increasing one’s own welfare (e.g., felt accountability for impression management), whereas altruistic motivation refers to the state in which the ultimate goal is increasing another’s welfare (e.g., altruistic concern for supervisors). Altruistic concern for prosocial motives recognizes the motives of good soldiers, defined as individuals who want to place the needs and welfare of the others above those of the self, resulting in the observed prosocial behavior (Friedland & Cole, 2013; Batson, Lishner, & Stocks, 2015). Felt accountability for impression management motives, identified as the motives of good actors, is an appropriate concept for self-serving motives. The relationship between voice behavior and career success is supported
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