Research about the benefit of voice to organizations generally assumes that leaders acknowledge or act upon employees’ ideas when they are voiced, but is it always the case? Drawing on social persuasion theory, the purpose of this paper is to explore what factors shape the effectiveness of employee voice by integrating message, receiver and source characteristics of employee voice into one theoretical model. Specifically, this paper investigates the influence of different types of voice on leader receptivity, and further examines whether the effectiveness of employee voice might be contingent on authentic leadership and employee expertise.,Data were collected from 353 matched employee–supervisor pairs in a two-phase field study. Hierarchical regression analyses were conducted to examine the relationships among the study variables.,Results indicate that leaders respond more receptively to promotive voice than prohibitive voice. Furthermore, leader receptivity is contingent on authentic leadership and employee expertise. The relationship between promotive voice and leader receptivity is more pronounced when employee expertise or authentic leadership is high rather than low; the relationship between prohibitive voice and leader receptivity is significant only when authentic leadership or employee expertise is high.,This research offers a more holistic explanation for understanding the effectiveness of voice behavior. Specifically, these findings emphasize the important role of voice content in determining managerial response, and underscore the value of receiver and source characteristics in shaping the relationship between voice and leader receptivity.

中文翻译：

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了解管理层对员工声音的回应：一种社会说服的观点

有关对组织发声的好处的研究通常假定领导者在表达自己的想法时承认或采取行动，但情况总是如此吗？本文基于社会说服理论，旨在通过将员工声音的信息，接收者和来源特征整合到一个理论模型中，探讨哪些因素影响员工声音的有效性。具体而言，本文调查了不同类型的声音对领导者接受度的影响，并进一步研究了员工声音的有效性是否取决于真实的领导力和员工的专业技能。从两对353名匹配的员工-主管对中收集数据相实地研究。进行了层次回归分析以检查研究变量之间的关系。结果表明，领导者对激励性语音的反应比禁止性语音更容易接受。此外，领导者的接受度取决于真实的领导力和员工的专业知识。当员工的专业知识或真正的领导能力高而不是低时，激励性声音与领导者接受能力之间的关系就更加明显。只有当真正的领导或员工的专业水平很高时，禁止的声音和领导者的接受能力之间的关系才有意义。该研究为理解声音行为的有效性提供了更为全面的解释。具体而言，这些发现强调了语音内容在确定管理响应中的重要作用，并强调了接收者和来源特征在塑造语音与领导者接受度之间的关系中的价值。