Regulatory Fit Demonstrates That Prohibitive Voice Does Not Lead to Low Performance Evaluation

Abstract

Voice behavior, the extra-role behavior of employees based on their sense of responsibility, plays an important role in organizational development. Research shows that an employee’s voice can have a positive impact on both the quality of decision-making and organizational performance. This study explores the relationship between the prohibitive voice and employees’ safety performance based on the theory of regulatory fit. The study examined 372 employees and their leaders in the Ningxia Hui Autonomous Region of China through a questionnaire survey. A moderated model was constructed, and the SPSS-PROCESS was applied to analyze the data. The study results show that prevention regulatory focus fit strengthened the positive association between the prohibitive voice and safety performance evaluation. This study provides a new perspective in understanding leaders’ evaluation of the prohibitive voice and concludes that the prohibitive voice should be encouraged in organizations as it promotes greater adherence to safety measures and helps reduce organizational development risks.

When prohibitive voice is effective? Exploring the jointly moderating role of hindrance stressor and work-based construal level

“…The results indicated that the effect of prohibitive voice on communication effectiveness was not significant. Our finding is similar to past research which reported that the impact of prohibitive voice was weak (e.g., Burris et al., 2022 ; Chamberlin et al., 2017 ; Huang et al., 2018 ; Lam et al., 2022 ; Yang, 2020 ). For example, Chamberlin's et al.…”

“…This finding demonstrates that situational factors (i.e., hindrance stressor) and employees' characteristics (i.e., work-based construal level) can determine the effect of prohibitive voice on communication effectiveness. In support of our findings, previous voice literature also documented that there were many moderators which can change the outcomes of voice behavior (e.g., Brykman and Raver, 2021 ; Hung et al., 2012 ; McClean et al., 2022 ; Yang, 2020 ). For instance, Yang's (2020) empirical research showed that prevention regulatory focus fit can enhance the positive association between prohibitive voice and safety performance.…”

“…Unfortunately, research focusing on examining the association between prohibitive voice and communication effectiveness in the context of hindrance stressor is rare. Previous studies have offered abundant knowledge about the effect of prohibitive voice on employees' performance and managers' responses (e.g., Burris et al., 2022 ; Huang et al., 2018 ; Lam et al., 2022 ; Li et al., 2017 ; Li and Tangirala, 2022 ; Yang, 2020 ). These studies indicate that the consequences (e.g., voice endorsement and job performance) caused by prohibitive voice are conditional and depends on various factors such as listeners' characteristics (e.g., Burris et al., 2022 ), voicers’ characteristics (e.g., Yang, 2020 ), the relationship between voicers and listeners (e.g., Huang et al., 2018 ), and external environment (e.g., Li et al., 2017 ).…”

“…Previous studies have offered abundant knowledge about the effect of prohibitive voice on employees' performance and managers' responses (e.g., Burris et al., 2022 ; Huang et al., 2018 ; Lam et al., 2022 ; Li et al., 2017 ; Li and Tangirala, 2022 ; Yang, 2020 ). These studies indicate that the consequences (e.g., voice endorsement and job performance) caused by prohibitive voice are conditional and depends on various factors such as listeners' characteristics (e.g., Burris et al., 2022 ), voicers’ characteristics (e.g., Yang, 2020 ), the relationship between voicers and listeners (e.g., Huang et al., 2018 ), and external environment (e.g., Li et al., 2017 ). In addition, it has been documented that the strategy of expressing dissent can determine communication effectiveness ( Bolkan et al., 2014 ; Garner, 2012 , 2019 ; Kassing, 2005 ).…”

“…Besides, the present study might offer another boundary condition for when employees can acquire positive evaluations. Although considerable scholars have documented some answers for when voice behavior is associated with high performance (e.g., Hung et al., 2012 ; Li et al., 2017 ; Yang, 2020 ), these scholars have overlooked the moderating role of hindrance stressor and work-based construal level. Our study will attempt to address this issue by exploring the three-way interaction among hindrance stressor, work-based construal level, and prohibitive voice.…”