Leader Boundary-Spanning Behavior and Employee Voice Behavior: The Job Demands–Resources Perspective

Jihye Lee, Dongwon Choi, Minyoung Cheong

Research output: Contribution to journalArticlepeer-review

Abstract

Drawing on the job demands–resources model, we suggest and test a motivational mechanism that underlies the relationship between leader boundary-spanning behavior and employee voice behavior. Based on the field survey data of 383 leader-employee pairs collected from various organizations in South Korea, the results of our mediation model showed that leader boundary-spanning behavior, as a potential job resource, enhances employee voice behavior by increasing employee self-efficacy. The results of our moderated mediation model also showed that the focal leader’s abusive supervision, as a potential job demand, could attenuate the beneficial effect of leader boundary-spanning behavior on employee voice behavior by diminishing employee self-efficacy. These findings highlight the importance of leader boundary-spanning behavior in enhancing employee voice behavior, the roles of employee self-efficacy as a key mediating mechanism, and the focal leader’s abusive supervision as a preventable boundary condition within these relationships. Theoretical and practical implications are discussed.

Original languageEnglish
Article number146
JournalBehavioral Sciences
Volume13
Issue number2
DOIs
StatePublished - Feb 2023

Bibliographical note

Funding Information:
This work was supported by Daegu Gyeongbuk Institute of Science and Technology (DGIST) Research Fund in 2023.

Publisher Copyright:
© 2023 by the authors.

Keywords

  • abusive supervision
  • leader boundary-spanning behavior
  • self-efficacy
  • voice behavior

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