A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

Chamberlin, Melissa; Newton, Daniel W.; Lepine, Jeffery A.

doi:10.1111/peps.12185

Cited by 532Job Satisfaction and Organizational BehaviorEmployee Performance and ManagementTeam Dynamics and Performance

A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

Chamberlin, Melissa, Newton, Daniel W., Lepine, Jeffery A.·2017·Personnel Psychology

DOI 10.1111/peps.12185

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Abstract

This article reports meta‐analyses intended to clarify and enhance our understanding of voice and its promotive and prohibitive forms. We find that undifferentiated constructive voice is associated with a wide range of antecedents that fit in Morrison's (2014) five categories: (a) dispositions, (b) job and organizational attitudes and perceptions, (c) emotions, beliefs, and schemas, (d) supervisor and leader behavior, and (e) contextual factors. However, relative weight analyses reveal a highly dominant variable within each category (personal initiative, felt responsibility, engagement, leader–member exchange, and positive workplace climate). We also find that undifferentiated constructive voice has a moderate zero‐order association with job performance that is nonsignificant when task performance and organizational citizenship behavior are also considered. Finally, we explore how associations vary as a function of whether voice is promotive or prohibitive. First, there are significant differences in associations with over a third of the antecedents (core self‐evaluations, felt responsibility, organizational commitment, detachment, psychological safety, ethical leadership, and leader openness). Second, although promotive voice has a positive association with job performance, the opposite is true for prohibitive voice. We conclude with suggestions to enhance our understanding of voice, especially with respect to efforts needed to clarify and distinguish promotive and prohibitive voice.

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Prior research has largely emphasized promotive voice while underexploring the unique antecedents and mechanisms that facilitate or hinder prohibitive voice.
“prior research has largely emphasized promotive voice—such as innovative suggestions or constructive ideas—while underexploring the unique antecedents and mechanisms that facilitate or hinder prohibitive voice3–8.”
From Leader prohibitive voice shapes employee voice through psychological safety moderated by self-efficacy and generational differences (2025) · cites this paper as [8]

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Implicating trust in the innovation process†
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Distinguishing Voice and Silence at Work: Unique Relationships with Perceived Impact, Psychological Safety, and Burnout
Sherf, E. N., Parke, M. R., & Isaakyan, S. (2021) · Academy of Management Journal · doi:10.5465/amj.2018.1428 · Cited by 349 · see citing works
Servant leadership: A meta-analytic examination of incremental contribution, moderation, and mediation
Lee, A., Lyubovnikova, J., Tian, A. W., & Knight, C. (2020) · Journal of Occupational and Organizational Psychology · doi:10.1111/joop.12265 · Cited by 347 · see citing works
Extraversion advantages at work: A quantitative review and synthesis of the meta-analytic evidence.
Wilmot, M. P., Wanberg, C. R., Kammeyer-Mueller, J. D., & Ones, D. S. (2019) · Journal of Applied Psychology · doi:10.1037/apl0000415 · Cited by 194 · see citing works
The content of the message matters: The differential effects of promotive and prohibitive team voice on team productivity and safety performance gains.
Li, A. N., Liao, H., Tangirala, S., & Firth, B. M. (2017) · Journal of Applied Psychology · doi:10.1037/apl0000215 · Cited by 188 · see citing works
Differential implications of team member promotive and prohibitive voice on innovation performance in research and development project teams: A dialectic perspective
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“While the primary focus of this study was on follower prohibitive voice due to its stronger association with uncertainty and interpersonal risk, prior research suggests that promotive and prohibitive voice often co-occur and may share similar antecedents 7,8 .”
促进型和抑制型建言的差异
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Authors: Chamberlin, M., Newton, D. W., & Lepine, J. A.
Affiliations: Arizona State University (US)
Corresponding author: Chamberlin, Melissa
ORCID: Chamberlin, Melissa
Newton, Daniel W.
Lepine, Jeffery A.
Venue: Personnel Psychology
Publisher: Wiley
Published: 2016-11-08
Volume: 70
Issue: 1
Pages: 11-71
ISSN: 0031-5826 (ISSN-L)
1744-6570
DOI: 10.1111/peps.12185
OpenAlex: W2506616676
Cited by: 532
References: 305
Citations by year: 2026: 55 · 2025: 72 · 2024: 84 · 2023: 67 · 2022: 67 · 2021: 67 · 2020: 52 · 2019: 35 · 2018: 24 · 2017: 9
FWCI: 44.04
Type: journal article
Language: en
Open access: closed
Licence: onlinelibrary.wiley.com/termsAndConditions#vor (vor)
Locations: Personnel Psychology (publishedVersion)
Iowa State University Digital Repository (Iowa State University) (submittedVersion)
Topics: Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
Keywords: voice, promotive voice, prohibitive voice, constructive voice, employee performance, organizational citizenship behavior, task performance, leader-member exchange, psychological safety, ethical leadership, sense of responsibility, organizational commitment, detachment, core self-evaluation, organizational climate

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A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

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