The Influence Of Manager's Promotive And Preventive Psychological Ownership On Voice Endorsement

Voice behavior has long been valued as a vital driver of organizational effectiveness and innovation.Given the significant value of voice,in past two decades,scholars have devoted much on exploring how to motivate employees to actively speak up.However,the premise of materializing expected benefits of voice behavior is that managers need to be willing to endorse voiced suggestions.Therefore,only encouraging employees to speak up is far from enough,it is also important to understand reasons for mangers to embrace or resist employees' inputs.Although voice endorsement has attracted wide attention among scholars for the past few years,there is few empirical studies address when and why managers are more or less likely to endorse employee voice.Integrating the literature on psychological ownership and regulatory focus theory,the current research explores the effects of two distinct forms of manager's psychological ownership(i.e.,promotive and preventive psychological ownership)on voice endorsement.Further,we identify the mechanism through which manager's promotive and preventive psychological ownerships uniquely influence voice endorsement as well as boundary conditions for such influences.Utilizing a three-wave leader-employee-matched survey design,we obtained data from 158 work groups(158 leaders and 631 their direct subordinates).Path analysis approach was employed to examine the hypothesized relationships.The results showed that:(1)manager's promotive psychological ownership was positively related to voice endorsement.By contrast,manager's preventive psychological ownership was negatively related to voice endorsement;(2)manager's openness toward change mediated the positive relationship between promotive psychological ownership and voice endorsement,and the negative relationship between preventive psychological ownership and voice endorsement;(3)group promotive voice strengthened the positive relationship between manager's promotive psychological ownership and openness toward change,as well as the positive indirect effect of promotive psychological ownership on voice endorsement via openness toward change;(4)group prohibitive voice strengthened the negative relationship between manager's preventive psychological ownership and openness toward change,as well as the negative indirect effect of preventive psychological ownership on voice endorsement via openness toward change.At last,the theoretical and practical implications of these results are also discussed.