With a conceptual basis in conservation of resources theory, this paper investigates the relationship between employees' career plateau beliefs and their voice behavior, using parallel arguments that reflect resource-conservation versus resource-acquisition logics. The career plateau beliefs–voice behavior link, whether negative or positive, might be invigorated when employees encounter adversity in the workplace, such as due to work pressures (work overload and work–family conflict) or because of how their organization makes decisions (organizational politics and organizational underperformance). Survey data from employees in the Canadian information technology sector provide empirical support for the resource-acquisition logic: career plateau beliefs enhance employees' propensity to offer ideas for organizational improvement, particularly if they suffer from excessive workloads or conflicting work–family demands, perceive organizational decision making as political, and are unhappy about their organization's performance. These novel insights point to the critical role of a stagnated career in triggering, instead of dampening, proactive voice behaviors.

中文翻译：

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响应职业高原信念的员工建言行为的权变视角

在资源保护理论的概念基础上，本文使用反映资源保护与资源获取逻辑的平行论据，研究了员工的职业高原信念与其发言行为之间的关系。当员工在工作场所遇到逆境时，例如由于工作压力（工作超负荷和工作-家庭冲突）或由于他们的组织如何做出决策（组织政治和组织表现不佳）。来自加拿大信息技术部门员工的调查数据为资源获取逻辑提供了实证支持：职业高原信念增强了员工为组织改进提供想法的倾向，特别是如果他们承受着过多的工作量或相互冲突的工作与家庭需求，将组织决策视为政治性的，并且对组织的绩效不满意。这些新颖的见解指出了停滞不前的职业生涯在触发而不是抑制积极主动的声音行为方面的关键作用。