Studying Antecedents of Promotive and Prohibitive Voice within Egyptian Workplace Environment

Khedr, Wessam

doi:10.21608/aja.2021.52800

	Studying Antecedents of Promotive and Prohibitive Voice within Egyptian Workplace Environment
المجلة العربية للإدارة
Articles in Press, Accepted Manuscript, Available Online from 30 December 2021
Document Type: بحوث باللغة الإنجلیزیة
DOI: 10.21608/aja.2021.52800
Author
Wessam Khedr
Assistant Professor in HRM, Business Administration Dept., Faculty of Commerce, Alexandria University
Abstract
For organizations to succeed in today’s complicated environments, they have to enhance their employees’ performance, communication, and contribution. One way to do so is by continuously encouraging employees to voice their thoughts and to share their ideas (Chamberlin, et al., 2017). Employee voice can be defined as an informal voluntary form of employee upward communication intended to bring about improvement or change (Morrison, 2014). Voice is contended to have substantial implications for the growth and survival of organizations. For example, the literature has highlighted its positive implications, including: enhancing learning and decision making (Morrison & Milliken, 2000); decreasing turnover, and increasing employee motivation (Makens, 2016). Equally, the consequences of lack of employee voice would result in destructive outcomes on the employees’ side (Morrison and Milliken, 2000). Employees may not feel valued when they are not expressing themselves, they also may perceive a lack of control. When employee voice is withheld, both performance and employee morale may suffer (Morrison, 2014). Due to this importance, many scholars have tried to define voice and examine its effect. A remarkable work in the literature is marked by Van Dyne and his colleagues (Van Dyne and Le Pine, 1998; Van Dyne et al., 1995; Van Dyne et al., 2003). However, despite all these efforts, most studies have been largely focusing on the amount of voice while ignoring its different types (Morrison, 2011). As a response to this criticism, Liang et al., (2012) has recently differentiated between two forms of voice, namely: Promotive voice and Prohibitive voice. Promotive voice is defined as employees’ expression of new ideas or suggestions for improving the overall functioning of their work unit or organization. This voice is “promotive” because it is associated with innovative solutions and suggestions for improvement that it is focused on a future and ideal state for the organization. On the contrary, prohibitive voice describes employees’ expressions of concern about work practices, incidents, or employee behavior that are harmful to their organization. Thus, prohibitive voice is accompanied by organizational health, primarily because it gives the alarm to harmful problems to be detected and get resolved or proactively prevent it from taking place. Given the apparent distinctiveness between the two forms of voice, studies dealing with a voice as being undifferentiated may lead to incorrect or incomplete conclusions (Chamberlin et al., 2017). As a result, a number of relatively recent studies (e.g. Li et al., 2017; Kakkar et al., 2016; Wei et al., 2015; Svendsen et al., 2018), have tried to examine them, and their related antecedents and outcomes. Therefore, an overarching objective of the current study is to contribute to this growing stream of research and examine these two forms of voice and their related antecedents.

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