That individuals hold personal, implicit beliefs about the consequences of voice (i.e., implicit voice theories (IVTs)), and thus are inherently reluctant to speak up, is one of the most ubiquitous concepts in the voice literature. An extensive body of research also shows how situational factors (e.g., voice climate) profoundly affect voice. Unfortunately, few studies explore how dispositional beliefs combine with situational factors to influence voicing in teams; thus, the literature is unclear about whether and how leaders can encourage voice when their team members implicitly believe that voice is unsafe and inappropriate (i.e., high IVTs). We address this question by proposing a moderated-mediation model linking leaders’ prior reactions to voice (i.e., voice acceptance versus rejection) to team voice intentions via voice climate, such that encouraging leader behaviors (acceptance), unlike discouraging leader behaviors (rejection), creates positive voice climates that increase team voice intentions. Furthermore, drawing from the trait activation theory, we propose that team IVTs composition (i.e., the average IVTs held by each team member) moderates the mediated effect of voice climate on team voice intentions, such that this relationship is strongest for teams with high IVTs because, for these teams, positive voice climates are both highly salient to, and disconfirming of, implicit voice beliefs. Results of a multi-task team experiment support this model. We discuss the theoretical implications of considering person and situation factors in tandem, the potential influence of team IVTs composition, and practical implications for how leaders can inspire voice in teams.

个人对声音的后果持有个人的、隐含的信念（即隐含的声音理论（IVTs）），因此天生不愿意说出来，这是声音文献中最普遍的概念之一。大量研究还显示了情境因素（例如，语音环境）如何深刻影响语音。不幸的是，很少有研究探讨性格信念如何与情境因素相结合来影响团队中的表达。因此，当团队成员隐含地认为发声不安全和不合适（即高 IVT）时，有关领导是否以及如何鼓励发声的文献尚不清楚。我们通过提出一个适度调解模型来解决这个问题，该模型将领导者先前对声音的反应（即，声音接受与拒绝）通过声音环境与团队的声音意图联系起来，这样，鼓励领导者的行为（接受），与不鼓励领导者的行为（拒绝）不同，创造积极的声音氛围，增加团队的声音意图。此外，根据特质激活理论，我们提出团队 IVT 构成（即每个团队成员持有的平均 IVT）调节了语音氛围对团队语音意图的中介效应，因此这种关系在 IVT 高的团队中最强因为，对于这些团队来说，积极的声音氛围对隐含的声音信念非常突出，但也无法证实。多任务团队实验的结果支持该模型。我们讨论了同时考虑人员和情境因素的理论意义、团队 IVT 组成的潜在影响，以及领导者如何在团队中激发发言权的实际意义。