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

Liang, Jian; Farh, Crystal I. C.; Farh, Jiing-Lih

doi:10.5465/amj.2010.0176

Cited by 1,647Job Satisfaction and Organizational BehaviorWorkplace Violence and BullyingLabor Movements and Unions

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

Liang, Jian, Farh, Crystal I. C., Farh, Jiing-Lih·2012·Academy of Management Journal

DOI 10.5465/amj.2010.0176

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Abstract

The present study demonstrates how three psychological antecedents (psychological safety, felt obligation for constructive change, and organization-based self-esteem) uniquely, differentially, and interactively predict supervisory reports of promotive and prohibitive “voice” behavior. Using a two-wave panel design, we collected data from a sample of 239 employees to examine the hypothesized relationships. Our results showed that felt obligation was most strongly related to subsequent promotive voice; psychological safety was most strongly related to subsequent prohibitive voice; and organization-based self-esteem was reciprocally related to promotive voice. Further, although felt obligation strengthened the positive effect of psychological safety on both forms of voice, organization-based self-esteem weakened this effect for promotive voice. Theoretical and practical implications are discussed.

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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 [7]
Prohibitive voice entails greater psychological risk and ambiguity than promotive voice.
“This limited attention is particularly problematic given that prohibitive voice entails greater psychological risk and ambiguity5,7,13.”
From Leader prohibitive voice shapes employee voice through psychological safety moderated by self-efficacy and generational differences (2025) · cites this paper as [7]

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Authors: Liang, J., Farh, C. I. C., & Farh, J.-L.
Affiliations: Shanghai Jiao Tong University (CN)
University of Maryland, College Park (US)
Hong Kong University of Science and Technology (HK)
ORCID: Liang, Jian
Farh, Crystal I. C.
Farh, Jiing-Lih
Venue: Academy of Management Journal
Publisher: Academy of Management
Published: 2012-02
Volume: 55
Issue: 1
Pages: 71-92
ISSN: 0001-4273 (ISSN-L)
1948-0989
DOI: 10.5465/amj.2010.0176
OpenAlex: W2106398471
Cited by: 1,647
References: 85
Citations by year: 2026: 184 · 2025: 194 · 2024: 182 · 2023: 185 · 2022: 187 · 2021: 173 · 2020: 128 · 2019: 108 · 2018: 94 · 2017: 63 · 2016: 57 · 2015: 38 · 2014: 29 · 2013: 14 · 2012: 10
FWCI: 58.96
Type: journal article
Language: en
Open access: closed
Locations: Academy of Management Journal (publishedVersion)
Rare & Special e-Zone (The Hong Kong University of Science and Technology) (submittedVersion)
Topics: Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Sociology and Political Science › Workplace Violence and Bullying
Social Sciences › Public Administration › Labor Movements and Unions
Keywords: promotive voice, prohibitive voice, psychological safety, organization-based self-esteem, employee voice behavior, supervisor perceptions, reciprocal effects, moderating effect

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

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