Research has shown that employee voice (i.e., speaking up with constructive suggestions at work) can be beneficial to organizational functioning, but much less research has looked at how voice affects the individual employee. Based on the job demands-resources (JD-R) model, we develop and test theory on how voice may positively affect employees' job engagement over time. We hypothesize that voice leads to perceived voice appreciation, which serves as an important job resource that can lead to longer-term increases in job engagement. Furthermore, we propose that emotional stability, as an important personal resource, affects the indirect relationship between voice and increases in job engagement through perceived voice appreciation. We suggest that the indirect relationship becomes stronger as emotional stability increases. We tested our conditional indirect effect model using 5-wave longitudinal data from 614 employees over a period of 4 months. We applied latent growth curve modeling to predict within-person changes in job engagement. Results provided support for our hypothesized model. Overall, our findings suggest that the interplay between relevant job and personal resources affects whether and how voice can increase employee motivation over time.

研究表明，员工的声音（即在工作中提出建设性的建议）对组织运作有益，但很少有研究关注声音如何影响员工个人。基于工作需求-资源 (JD-R) 模型，我们开发并测试了关于声音如何随着时间的推移对员工的工作投入产生积极影响的理论。我们假设声音会导致感知到的声音欣赏，这是一种重要的工作资源，可以导致工作投入的长期增加。此外，我们提出情绪稳定性作为一种重要的个人资源，通过感知到的声音欣赏影响声音和工作投入度之间的间接关系。我们建议间接关系随着情绪稳定性的增加而变得更强。我们使用 614 名员工在 4 个月内的 5 波纵向数据测试了我们的条件间接效应模型。我们应用潜在增长曲线模型来预测工作投入的个人内部变化。结果为我们的假设模型提供了支持。总的来说，我们的研究结果表明，相关工作和个人资源之间的相互作用会影响声音是否以及如何随着时间的推移提高员工的积极性。