Voicing by Adapting and Innovating Employees: An Empirical Study on How Personality and Environment Interact to Affect Voice Behavior
通过两项研究，探讨了员工认知风格（适应型 vs 创新型）如何影响其向主管提出组织变革建议的倾向，并发现工作满意度和主管作为建言管理者的质量会调节这种影响。
This article reports two studies exploring how cognitive style preferences for adaption-innovation affect the likelihood that employees will voice ideas for organizational change toward their supervisors. As hypothesized, Study 1 demonstrates that innovatively compared to adaptively predisposed police officers are less likely to voice conventional ideas and more likely to voice novel ideas for solving work-related problems. Besides a replication of these findings, Study 2 shows how work satisfaction and the quality of the supervisor as voice manager shape the impact of adaption-innovation on employee likelihood to voice. That is, compared to innovators, adaptors are more likely to voice conventional ideas when they are dissatisfied rather than satisfied with work and perceive their supervisors as effective rather than ineffective voice managers. On the other hand, innovators compared to adaptors report greater likelihood to voice novel ideas when they are satisfied rather than dissatisfied with work and perceive their supervisors as effective rather than ineffective voice managers. Theoretical and practical implications of the findings are discussed.