Applying uncertainty management theory to employee voice behavior: An integrative investigation

Riki Takeuchi*, Zhijun Chen, Sally S Y CHEUNG

*Corresponding author for this work

    Research output: Contribution to journalJournal articlepeer-review

    100 Citations (Scopus)


    Drawing on uncertainty management theory, this study integrates justice research with the elaboration likelihood model and considers employee voice behavior as a function of 3 (interpersonal, procedural, and distributive) facets of justice perceptions in combination. Specifically, a positive relationship is hypothesized between interpersonal justice and employee voice behavior, which is buffered by high procedural justice. This 2-way interaction effect is also examined to determine whether it would be mitigated by low distributive justice. Results from a sample of 395 manager-employee dyads provide support for these predictions. Furthermore, results from a supplementary analysis show that the 3-way interaction effect on employee voice behavior was more pronounced for those who had a high feeling of uncertainty (i.e., those with a shorter job tenure or occupational tenure). Theoretical and practical implications of the findings are discussed.

    Original languageEnglish
    Pages (from-to)283-323
    Number of pages41
    JournalPersonnel Psychology
    Issue number2
    Publication statusPublished - Jun 2012

    Scopus Subject Areas

    • Applied Psychology
    • Organizational Behavior and Human Resource Management


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