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| From prohibitive voice to destructive voice：A study from the view of workplace ostracism |
| ZHANG Bainan1,2, XU Shiyong2 |
1 Management Teaching and Research Department, Qingdao Party School of CPC, Qingdao 266071;
2 School of Labor and Human Resource, Renmin University of China, Beijing 100872 |
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Abstract Based on the model of the antecedents of workplace ostracism and the need-threat/need-fortification framework of workplace ostracism, the relationships among prohibitive voice, perceived workplace ostracism, and destructive voice were investigated, as well as the corresponding boundary condition. The analysis was based upon paired data with 566 subordinates and their managers collected at 3 time points and the results showed that： （1） Based on the model of the antecedents of workplace ostracism, prohibitive voice positively predicted perceived workplace ostracism; based on the need-threat/need-fortification framework of workplace ostracism, workplace ostracism positively predicted destructive voice. （2） Workplace ostracism mediated the relationship between prohibitive voice and destructive voice. （3） Negative affectivity moderated the relationship between prohibitive voice and workplace ostracism, and further moderated the effect of prohibitive voice on destructive voice through workplace ostracism. The research results can enrich the theoretical perspective on the negative follow-up effects of prohibitive voice, and have management implications for organizations on how to effectively protect and encourage employees who dare to speak up.
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