The Double-Barrelled Effects of Employee Voice on Energy: The Role of Perceived Voice Appreciation and Work-related Basic Need Satisfaction

For one, theoretical arguments suggest that voice as a prototypical form of proactive work behavior should have beneficial effects on basic need satisfaction (e.g., Cangiano & Parker, 2015). However, this link has been rarely considered empirically and almost exclusively relying on cross-sectional survey data. For the other, there is empirical evidence that voice may have either beneficial or detrimental effects on energy (e.g., Röllmann et al., 2021) depending on third variables and that voice appreciation plays a decisive role (e.g., Weiss & Zacher, 2021). Combining these two streams of research, we set out to study indirect links between voice, basic need satisfaction, and employee energy. We will consider the role of perceived organizational support as a reflection of general perceptions of appreciation to explain why voice may either benefit or impair basic need satisfaction and in turn employee energy. In addition to this levels-approach, we take an episodic view and study discrete voice episodes and examine to what extent receivers of voice appreciate (vs. refuse) suggestions. We will study type of voice as a boundary condition and investigate work basic need satisfaction, that is whether employees feel more competent, autonomous and belonging to their work group and thus perceive a higher energy level the more they show voice behavior and whether the link varies conditional on perceived appreciation of their voice behavior. Drawing on self‐determination theory, we propose that voice behavior affects individuals' monthly well‐being within person. We will test the conditional indirect effect model using 6-wave longitudinal data from employees over a period of 6 months. unknown other