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The Relationship between Inclusion Climate and Voice Behaviors beyond Social Exchange Obligation: The Role of Psychological Needs Satisfaction

Author

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  • Anna Paolillo

    (Department of Management, Kingston Business School, Kingston University, London KT2 7LB, UK)

  • Jorge Sinval

    (Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), 1649-026 Lisbon, Portugal
    Faculty of Philosophy, Sciences and Languages of Ribeirão Preto, University of São Paulo, Ribeirão Preto 14040-901, SP, Brazil
    Faculdade de Medicina, Universidade de Lisboa, 1649-028 Lisbon, Portugal
    William James Center for Research, ISPA—Instituto Universitário, 1149-041 Lisbon, Portugal)

  • Sílvia A. Silva

    (Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), 1649-026 Lisbon, Portugal)

  • Vittorio E. Scuderi

    (Department of Management, Kingston Business School, Kingston University, London KT2 7LB, UK)

Abstract

Several studies have identified a work environment that promotes inclusiveness as a significant predictor of affiliative organizational citizenship behavior or OCB (such as helping), whereas not much research has focused on inclusion and challenging OCB (i.e., voice). Moreover, no previous studies have explored the above-mentioned relationship in the light of self-determination theory (SDT), given that social exchange theory has traditionally been used as the main explanatory mechanism. Therefore, the aim of the present research was to test the mediating role of basic psychological needs satisfaction in the relationship between inclusion climate, promotive voice and prohibitive voice. Data were collected through self-report questionnaires administered to 246 employees of an international company operating in the service industry. Structural equation modelling was used to analyze the data utilizing R software. Results showed that satisfaction of the needs for autonomy, competence and relatedness partially mediated the relationship between inclusion climate and promotive and prohibitive voice, therefore supporting the idea that social exchange might not be the only determinant for employees to engage in voice behavior. Most importantly, those findings underline how a truly inclusive workplace needs to fulfil its employees’ basic needs of behaving volitionally, feeling effective and connecting meaningfully; this would motivate the workers to voice their suggestions and concerns.

Suggested Citation

  • Anna Paolillo & Jorge Sinval & Sílvia A. Silva & Vittorio E. Scuderi, 2021. "The Relationship between Inclusion Climate and Voice Behaviors beyond Social Exchange Obligation: The Role of Psychological Needs Satisfaction," Sustainability, MDPI, vol. 13(18), pages 1-19, September.
    • Handle: RePEc:gam:jsusta:v:13:y:2021:i:18:p:10252-:d:635084
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    References listed on IDEAS

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    1. Martina Morando & Leonardo Brullo, 2022. "Promoting Safety Climate Training for Migrant Workers through Non-Technical Skills: A Step Forward to Inclusion," Merits, MDPI, vol. 2(1), pages 1-20, February.
    2. Zhenzhen Zhang & Qiaozhuan Liang & Jie Li, 2022. "The Curvilinear Relationship between Employee Voice and Managers’ Performance Evaluations: The Moderating Role of Voice Consensus," Sustainability, MDPI, vol. 14(16), pages 1-14, August.

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