The purpose of this paper is to examine the impact on employee voice from formal vs informal sources of procedural justice: group responsiveness and interactional justice, and to test how this impact may vary according to employees’ traditionality.,Dyadic data were collected from 261 employees and their supervisors. Results of the analyses offered support for the hypothesized moderated mediation model where group responsiveness and interactional justice would influence employee voice through enhanced organization-based self-esteem, and where such influence would be moderated by traditionality.,The findings showed that when there was a high level of group responsiveness, low traditionalists spoke up more, but when there was a high level of interactional justice, high traditionalists spoke up more.,By adopting the group engagement model, this study presented an alternative to the conventional perspective from uncertainty management theory about justice and voice, and tended to the neglect of fairness as an antecedent of voice by investigating how employees’ engagement in voice can be affected by their experience with different sources of procedural fairness information.

中文翻译：

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程序正义与声音：群体参与模型

本文的目的是研究正式和非正式程序正义源对员工声音的影响：群体响应和互动正义，并检验这种影响如何根据员工的传统而变化。从261名员工中收集了二元数据和他们的主管。分析的结果为假设的适度调解模型提供了支持，该模型中的群体响应能力和互动公正性将通过增强的基于组织的自尊来影响员工的声音，而这种影响将通过传统性得到调节。团队反应度高，传统主义者低声说话，但是当互动公正程度高时，传统主义者则多说话。通过采用群体参与模型，