Core Self-Evaluations and Employee Voice Behavior
研究核心自我评价如何通过个人控制和趋近动机影响员工建言行为，并发现程序公正感知会增强这一影响。
We used data obtained from customer contact employees in the People’s Republic of China to test a moderated mediation model of the processes through which core self-evaluations (CSE) influence voice behavior. Specifically, we examined personal control and approach/avoidance motivation as psychological pathways and procedural justice perceptions as a moderator of the CSE–voice behavior relationship. As predicted, our results revealed that CSE related to employee voice behavior indirectly through personal control and approach motivation but not avoidance motivation. Furthermore, and consistent with our prediction, results showed that procedural justice perceptions moderated the mediated influence of both personal control and approach motivation on the CSE–voice behavior relationship such that this relationship is stronger when procedural justice perceptions are high but not low. We discuss the implications of these findings in terms of explanatory frameworks for understanding the documented effects of CSE on employee work outcomes.