Voice Behavior, Supervisor Attribution and Employee Performance Appraisal

Xiaoyan Su, Yating Liu and Nancy Hanson-Rasmussen
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Xiaoyan Su: International Business School, Jinan University, Zhuhai 519070, China
Yating Liu: International Business School, Jinan University, Zhuhai 519070, China
Nancy Hanson-Rasmussen: School of Business, University of Wisconsin-Eau Claire, Eau Claire, WI 54702, USA

Sustainability, 2017, vol. 9, issue 10, 1-14

Abstract: Employees contribute to the sustainability of organizations in many ways, yet the specific impact of employee voice on employee performance appraisal, as an element of organization sustainability, is not clear. Based on the attribution theory, we present a model to investigate the relationship between employee voice and employee performance appraisal. Using the PLS (Partial Least Squares) method, we test our model’s hypotheses with 273 dyads of supervisor-employee questionnaires administered on a branch of a state-owned enterprise in China. The results show that promotive voice is positively attributed to prosocial motives and constructive motives, while prohibitive voice is not significantly attributed to prosocial motives and constructive motives. The attribution of prosocial motives and constructive motives has a significant and positive effect on employees’ performance appraisal. Moreover, the attribution of prosocial motives and constructive motives fully mediates the relationship between promotive voice and performance appraisal, but has no mediating effects on the relationship between prohibitive voice and performance appraisal.

Keywords: promotive voice; prohibitive voice; prosocial motives; constructive motives; performance appraisal; organization sustainability (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2017
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (4)

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