The u-shaped relationship between locus of control and prohibitive voice via perceived risk of prohibitive voice: The moderating role of team voice climate.

IF 6.1 1区心理学 Q1 MANAGEMENT

Journal of Applied Psychology Pub Date : 2025-10-02 DOI:10.1037/apl0001316

Xuemei Liu, Ying Wang, Mingpeng Huang, Minya Xu, Dong Liu, Yujing He

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Abstract

Locus of control (LOC) has been recognized as a key individual disposition shaping employee behavior; however, its relationship with risk-taking behaviors such as prohibitive voice remains inconclusive. This research extends the literature by theorizing and testing a U-shaped relationship between LOC and prohibitive voice. Drawing upon the demands-abilities fit framework, we propose that employees with either strongly internal or strongly external LOC perceive lower risk associated with speaking up than those with moderate LOC, resulting in greater engagement in prohibitive voice. Moreover, this mediated U-shaped relationship is more pronounced when team voice climate is low rather than high. Findings from two field studies with a multisource, multiwave design support the proposed moderated mediation model. Overall, this research refines our understanding of why and when employees speak up about problems at work and suggests ways managers can better foster such behavior in situations that feel risky. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

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控制点与禁言感知风险间的u型关系：团队禁言氛围的调节作用。

控制点（Locus of control， LOC）被认为是影响员工行为的关键个体特质；然而，其与禁止性发声等冒险行为的关系尚无定论。本研究通过理论化和检验LOC与禁止性语音之间的u型关系来扩展文献。根据需求-能力契合框架，我们提出，与那些具有中等LOC的员工相比，具有强烈内部LOC或强烈外部LOC的员工认为，畅所欲言的风险更低，从而导致更大的参与性声音。此外，当团队声音氛围低而不是高时，这种中介的u型关系更为明显。两项多源、多波设计的实地研究结果支持所提出的有调节中介模型。总的来说，这项研究改进了我们对员工在工作中谈论问题的原因和时间的理解，并提出了管理者在感觉有风险的情况下更好地培养这种行为的方法。（PsycInfo Database Record (c) 2025 APA，版权所有）。

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 Applied Psychology Multiple-

CiteScore

17.60

自引率

6.10%

发文量

175

期刊介绍： The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.