Purpose

The purpose of this study is to explore how and when an employee's belief in their voice self-efficacy leads to promotive and prohibitive voice behavior. By banking on social cognitive theory, this study examines perceived influence at work as a mediator and managerial openness as a moderator in the link between voice self-efficacy and the two forms of voice.

Design/methodology/approach

This study's data come from 285 Indian information technology (IT) employees by adopting a cross-sectional survey design. The effect of moderator and mediator is examined by employing structural equation modeling in AMOS 22.

Findings

The results reveal that perceived influence at work partially mediates the positive link between voice self-efficacy and the two forms of voice behaviors. The test of moderation also exposes that prohibitive voice is more contingent on managerial openness as compared to promotive voice.

Originality/value

This is one of the initial studies to explore perceived influence at work as a mediator in the association between voice self-efficacy and employee voice behavior. The treatment of voice as a bidimensional construct in this study discloses the difference between the two forms, contributing to the voice literature and inviting further research.

中文翻译：

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效能信念和员工声音：感知影响力和管理者开放性的作用

目的

本研究的目的是探讨员工对其声音自我效能感的信念如何以及何时导致促进和抑制性声音行为。通过基于社会认知理论，本研究检验了工作中的感知影响作为调解者和管理开放性作为声音自我效能与两种声音形式之间联系的调节者。

设计/方法/途径

本研究的数据来自 285 名印度信息技术 (IT) 员工，采用横断面调查设计。通过在 AMOS 22 中采用结构方程模型来检查调节剂和调节剂的作用。

发现

结果表明，工作中的感知影响部分地调节了声音自我效能与两种形式的声音行为之间的正相关。适度测试还表明，与促进性声音相比，禁止性声音更取决于管理人员的开放性。

原创性/价值

这是探索工作中感知影响作为声音自我效能和员工声音行为之间关联的中介的初步研究之一。本研究中将语音作为二维结构进行处理，揭示了两种形式之间的差异，为语音文献做出了贡献，并邀请了进一步的研究。