Psychological Antecedents of Promotive and Prohibitive Voice: A Two-Wave Examination

By Jian Liang, Crystal I C Farh, Jiing-Lih Farh. 2012

1,519 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ffc000c61933d9a888fb7a47d20e8e466df3f061

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Authoritarian leadership and employee silence in China (2017, methodology): “We used Liang, Farh, and Farh (2012) 7-item measurement, which has been examined in China and is based upon the original scales of Pierce et al. (1989).”
Leading to Stimulate Employees' Ideas: A Quantitative Review of Leader–Member Exchange, Employee Voice, Creativity, and Innovative Behavior (2017, background): “Given recent developments investigating the different dimensions of voice (Burris, 2012; Maynes & Podsakoff, 2014; Liang et al., 2012), we call for future research to explore the dispositional, psychological, and situational factors that could affect the way LMX influences different types of voice…”
Whatever It Takes: How and When Supervisor Bottom-Line Mentality Motivates Employee Contributions in the Workplace (2020, background): “This is particularly important, given that domain-specific felt obligation has been found to be important in predicting outcomes that support the realization of relevant goals and behaviors (e.g., Fuller et al., 2006; Liang et al., 2012; Lorinkova & Perry, 2018; Morrison & Phelps, 1999).”
Effects of Inclusive Leadership on Employee Voice Behavior and Team Performance: The Mediating Role of Caring Ethical Climate (2017, background): “Prior research has examined many factors that affect employee voice behavior, such as psychological antecedents (Liang et al., 2012), HR practice (Conway et al., 2016), leaders’ positive affect (Liu et al., 2017), etc.”
Transformational leadership and employee voice behavior : a Pygmalion mechanism. (2017, positive): “In addition, it could be fruitful to include leader expectation and employee role perception with regard to a broader set of voice-related behaviors (Liang et al., 2012; Liu et al., 2010; Maynes & Podsakoff, 2014), as this would help us better understand whether the Pygmalion mechanism suggested in…”
Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification (2013, background): “By contrast, when employees express concerns about work practices, incidents, and employee behavior that might be harmful to their organization or stakeholders (i.e. prohibitive voice; Liang et al., 2012), this sometimes evokes suspicion, opposition, and even retaliation (Cortina & Magley 2003; Near”
Recommendations for Creating Better Concept Definitions in the Organizational, Behavioral, and Social Sciences (2016, background): “, employee productivity, team productivity, SOE, ROI, stock price, profitability, etc.). By entity, we mean that the definition should specify the object or event to which the property applies, such as a person, a task, a process, a relationship, a dyad, a group or team, an organization, or a cultur”
The Joint Moderating Effects of Activated Negative Moods and Group Voice Climate on the Relationship between Power Distance Orientation and Employee Voice Behavior (2017, methodology): “The second theoretical implication of this study relates to the commonalities and distinctions between promotive and prohibitive voice (Liang et al., 2012, p. 75).”
When do emotionally exhausted employees speak up? Exploring the potential curvilinear relationship between emotional exhaustion and voice (2014, methodology): “We measured individuals’ prohibitive voice using the five-item scale developed by Liang et al. (2012).”