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, multi-wave 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.

The U-Shaped Relationship between Locus of Control and Prohibitive Voice via Perceived Risk of Prohibitive Voice: The Moderating Role of Team Voice Climate.
Journal of Applied Psychology,Just Accepted.

About the author:
Minya Xu is an Associate Professor of Business Statistics and Econometrics at the Guanghua School of Management, Peking University. Minya received her PhD in 2008 from Rutgers University. She is an expert of statistical methods in Management. She pays attention to the vocational behavior of Chinese employees and leaders, their career development and career success. In recent years, she has done a lot of research and research on workplace behaviors (e.g., voice, turnover, leader-employee fit, social network etc.).