Purpose

To boost efficiency and productivity, organizations are increasingly depending upon employees to speak up about workplace concerns and disagreements. This change-oriented bottom-up communication, termed employee voice behavior, brings attention to workplace issues that could otherwise go undetected by management. This study examined the relationships between personality characteristics, job attitudes, and employee voice behavior, and investigated the moderating role of extraversion on the relationships between job attitudes (i.e., job satisfaction and turnover intentions) and voice.

Design/methodology/approach

A cross-sectional study design was used, with data collected through an online survey from a sample of 284 individuals working in the US. Hypotheses were tested using correlation, regression and moderation analyzes.

Findings

Job satisfaction and turnover intentions were found to be positively and negatively-related, respectively, to employee voice behavior. Extraversion was found to be predictive of employee voice behavior and moderate the relationships between job attitudes and voice behavior. Interestingly, results suggest that the job attitudes of individuals high in extraversion do not influence their likelihood of speaking up. Rather, voice behaviors of only those with low or moderate levels of extraversion are impacted by their job attitudes.

Originality/value

This study builds upon prior research identifying the importance of extraversion in predicting voice behavior by testing its incremental validity and relative weight, compared to the other Big Five personality characteristics. Furthermore, this research contributes to the theoretical understanding of instances in which employee voice behavior occurs by examining the moderating effect of extraversion on the relationship between job attitudes and employee voice behavior.

中文翻译：

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在工作中大声疾呼：个性对员工发声行为的影响

目的

为了提高效率和生产力，组织越来越依赖员工说出工作场所的担忧和分歧。这种以变革为导向的自下而上的沟通，被称为员工的声音行为，会引起人们对工作场所问题的关注，否则这些问题可能不会被管理层发现。本研究考察了人格特征、工作态度和员工发声行为之间的关系，并调查了外向性对工作态度（即工作满意度和离职意向）和发声之间关系的调节作用。

设计/方法/方法

采用横断面研究设计，通过在线调查从在美国工作的 284 人样本中收集数据。使用相关性、回归和适度分析来检验假设。

发现

工作满意度和离职意向分别与员工的建言行为呈正相关和负相关。发现外向性可以预测员工的声音行为并调节工作态度和声音行为之间的关系。有趣的是，结果表明，外向性高的人的工作态度不会影响他们发表意见的可能性。相反，只有那些具有低或中等外向性的人的声音行为才会受到他们的工作态度的影响。

原创性/价值

本研究建立在先前研究的基础上，通过测试其增量有效性和相对权重，确定外向性在预测语音行为中的重要性，与其他大五人格特征相比。此外，本研究通过检验外向性对工作态度和员工建言行为之间关系的调节作用，有助于从理论上理解员工建言行为发生的实例。