Promoting Voice: The Interplay of Job Reflective Learning, Risk-taking Climate, and Age

IF 3.7 2区心理学 Q2 BUSINESS

Journal of Business and Psychology Pub Date : 2024-08-03 DOI:10.1007/s10869-024-09973-4

SuJin Son, Tae Seok Yang, Junsu Park

引用次数: 0

Abstract

Drawing on social cognitive theory and the lifespan development perspective, the effect of job reflective learning (JRL) on employees’ promotive voice and the potential moderating effects of risk-taking climate (RTC) and age on this relationship are explored. This study employed a sample of 251 working adults in South Korea collected at two different time points. The findings reveal that JRL is positively associated with promotive voice. Moreover, the impact of RTC on this relationship is contingent on the employee age. Specifically, younger employees who engage in JRL tend to voice their ideas more often in organizations with higher RTC than in those with lower RTC. Interestingly, in high-risk environments, older employees demonstrate a high level of promotive voice regardless of their JRL levels. These results highlight the importance of considering both age and contextual factors (i.e., RTC) to gain a comprehensive understanding of the association between JRL and promotive voice in the workplace. The implications of these findings for researchers and practitioners are discussed.

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促进话语权：工作反思性学习、冒险氛围和年龄的相互作用

本研究借鉴社会认知理论和生命发展观点，探讨了工作反思性学习（JRL）对员工促进性声音的影响，以及风险承担氛围（RTC）和年龄对这种关系的潜在调节作用。本研究采用了在两个不同时间点收集的 251 个韩国在职成人样本。研究结果表明，JRL 与促进性声音呈正相关。此外，RTC 对这种关系的影响取决于员工的年龄。具体来说，在 RTC 较高的组织中，参与 JRL 的年轻员工往往比在 RTC 较低的组织中更常发表自己的想法。有趣的是，在高风险环境中，年龄较大的员工无论其 JRL 水平如何，都会表现出较高的促进性声音。这些结果凸显了同时考虑年龄和环境因素（即 RTC）的重要性，以便全面了解工作场所中 JRL 与促进性声音之间的关联。本文讨论了这些发现对研究人员和从业人员的影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Journal of Business and Psychology Multiple-

CiteScore

8.80

自引率

4.20%

发文量

期刊介绍： The Journal of Business and Psychology (JBP) is an international outlet publishing high quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology. Typical subject matters include Team processes and effectiveness Customer service and satisfaction Employee recruitment, selection, and promotion Employee engagement and withdrawal Organizational culture and climate Training, development and coaching Mentoring and socialization Performance management, appraisal and feedback Workplace diversity Leadership Workplace health, stress, and safety Employee attitudes and satisfaction Careers and retirement Organizational communication Technology and work Employee motivation and job design Organizational change and development Employee citizenship and deviance Organizational effectiveness Work-nonwork/work-family Rigorous quantitative, qualitative, field-based, and lab-based empirical studies are welcome. Interdisciplinary scholarship is valued and encouraged. Submitted manuscripts should be well-grounded conceptually and make meaningful contributions to scientific understandingsand/or the advancement of science-based practice. The Journal of Business and Psychology is - A high quality/impactful outlet for organizational science research - A journal dedicated to bridging the science/practice divide - A journal striving to create interdisciplinary connections For details on submitting manuscripts, please read the author guidelines found in the far right menu.