Abstract
Drawing on fairness heuristic theory, we propose that organizational justice serves as a boundary condition determining how employees respond to perceived uncertainty in times of organizational crisis with different types of proactive voice (i.e. prosocial or self-interested). We conducted a three-wave survey study to test our hypotheses with a sample of 401 employee-supervisor dyads during the COVID-19 period. Results demonstrated the employee crisis-related uncertainty perception's positive indirect effect on employee prosocial voice via prosocial motive when organizational justice was higher, and its positive indirect effect on employee self-interested voice via self-interested motive when organizational justice was lower. We then discussed our implications for organizational crisis and employee voice literature.
Original language | English |
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Article number | e70007 |
Journal | Journal of Occupational and Organizational Psychology |
Volume | 98 |
Issue number | 1 |
DOIs | |
Publication status | Published - Mar 2025 |
Keywords
- organizational crisis
- organizational justice
- prosocial voice
- self-interested voice
- uncertainty