Drawing upon the citizenship motives framework and voice research, this study theorizes that both organizational concern (OC) and impression management (IM) motives are key predictors of employee promotive and prohibitive voice. This study further explores the moderating effect of perceived voice level in the work context on the relationships between motives and voice. The results of 140 pairings of supervisor-subordinate dyads indicate that both OC and IM motives are determinants of promotive and prohibitive voice. Moreover, perceived voice level in the work context plays distinct roles in moderating the main effects of motives on voice. Specifically, perceived voice level in the work context mitigates the influence of OC motives on promotive and prohibitive voice, whereas it strengthens the impact of IM motives on promotive and prohibitive voice. This study provides implications for both theory and practice. Limitations and future directions are also discussed.

本研究利用公民动机框架和声音研究，从理论上讲，组织关注 (OC) 和印象管理 (IM) 动机都是员工激励和禁止声音的关键预测因素。本研究进一步探讨了工作环境中感知声音水平对动机和声音之间关系的调节作用。140 对主管-下属二元对的结果表明，OC 和 IM 动机都是促进和禁止声音的决定因素。此外，工作环境中的感知声音水平在调节动机对声音的主要影响方面起着不同的作用。具体而言，工作环境中的感知声音水平减轻了 OC 动机对促进性和禁止性声音的影响，而它加强了 IM 动机对促进性和禁止性声音的影响。本研究为理论和实践提供了启示。还讨论了局限性和未来方向。