The role of approach and avoidance motivation in employee voice: The moderating effect of ostracism and contingent self-esteem

Purpose – The purpose of this paper is to develop a model of the processes through which approach and avoidance motivation influence constructive and defensive voice behavior, with the moderating role of workplace ostracism and contingent self-esteem. Design/methodology/approach – The paper is conceptual and quantitative study should be conducted to explore the propositions proposed in this paper. Findings – This paper proposes that approach motivation is positively related to constructive voice while avoidance motivation is positively related to defensive voice. In addition, workplace ostracism and contingent self-esteem/importance of performance to self-esteem (IPSE) are examined as two moderators of the motivation-voice behavior relationship. Practical implications – By understanding employees’ different motives underpinning the voice behavior explained in this paper, it may be easier for management to take measures to facilitate constructive voice and abate defensive voice. Organizations may wish to formulate policies and regulations and to foster a climate to prevent ostracism from happening. Programs designed to develop employees with high IPSE may be implemented. Originality/value – Most of empirical work on voice has focussed on employee voice behaviors with positive attributes. This paper adopts approach and avoidance motivation as two antecedents, and grounded in self-regulation theory, exploring both positive and negative types of voice behavior. This paper also examines how negative interpersonal behavior such as ostracism affects voice behavior, and provide insights on upside of contingent self-esteem.