Voice Non-endorsement and Employee Work Outcomes from the Perspective of Affective Events Theory

Abstract

Abstract: Whether and how the leaders' negative response to employees' voice (e.g. voice non-endorsement) influences employee work outcomes has long been ignored by researchers. Based on affective events theory, this study investigates the mediating role of employee work frustration and the moderating role of employee self-efficacy for emotional regulation in the relationships between voice non-endorsement and employee work outcomes (e.g. job satisfaction, voice behavior and counterproductive behavior). Results indicate that:(1) voice non-endorsement is negatively related to employee job satisfaction and voice behavior, and positively related to counterproductive behavior; (2) work frustration partially mediates these relationships; (3) emotional regulation self-efficacy has a moderating effect on the relationships between voice non-endorsement and work frustration, such that positive association is weaker for employees who have high emotional regulation self-efficacy; and (4) emotional regulation self-efficacy moderates the mediating effect of work frustration. Finally, we discuss the implications, limitations and future research directions of this study.

Key words: voice non-endorsement, work frustration, self-efficacy for emotional regulation, affective events theory

Wu Song, Weng Qingxiong, Zhang Yue. Voice Non-endorsement and Employee Work Outcomes from the Perspective of Affective Events Theory[J]. Management Review, 2023, 35(2): 216-227.

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