The purpose of this paper is to determine whether managers who are not in top management perceive change-related voice from their work group as support and whether this perception is an explaining mechanism that can predict the managers' behavioral support for change. Such voice can be a valuable asset for managers during change.,Lower and middle managers' perceptions of subordinates' support is investigated as mediator in the relationship between group change-related voice and managers' behavioral support for change. Seventy managers who were experiencing organizational change completed a survey at two points in time. Data were analyzed using regression analyses and the bootstrapping approach.,Managers perceive promotive but not prohibitive group change-related voice as support. Perceived subordinate support serves as explaining mechanism in the relationship between promotive group change-related voice and managers' championing behavior.,The study's results have practical implications, as insights are gained into how managers react to upward communication from the work group and how such communication influences managers' reaction to change. These insights can be used to facilitate effective participation during change, as it creates sensitivity to managers as recipients of change.,Research on how managers react to change-related ideas and concerns is scarce. The study extends current research on organizational change by investigating the impact of subordinates' communications on managers' reaction to change. Research on voice is enriched by focusing on the voice-receiving process.

中文翻译：

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通过下属与变革相关的声音预测经理的拥护行为

本文的目的是确定不在高层管理人员中的管理者是否将来自与工作组有关的与变更相关的声音作为支持，以及这种看法是否是可以预测管理者对变更的行为支持的解释机制。这种声音对于管理者在变革过程中可能是宝贵的资产。研究中低层管理者对下属支持的看法，作为与小组变革相关的声音与管理者对变革的行为支持之间关系的中介。经历组织变革的70位经理在两个时间点完成了一项调查。使用回归分析和自举方法对数据进行了分析。经理们认为，与团队变革相关的声音具有激励性，但不能阻止与之相关的支持。下属的支持可作为解释与激励性小组变革相关的声音与经理的拥护行为之间关系的机制。该研究结果具有实际意义，因为它可以洞察管理者如何应对工作组的向上沟通以及这种沟通如何影响经理对变革的反应。这些见解可用于促进变革过程中的有效参与，因为它对作为变革接受者的管理人员产生了敏感性。关于管理人员如何应对与变革相关的想法和担忧的研究很少。该研究通过调查下属的沟通对经理对变革的反应的影响，扩展了当前对组织变革的研究。通过专注于语音接收过程来丰富语音研究。