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<p>This study uses conservation of resources theory to examine the nonlinear relationship between perceived supervisor support and promotive/ prohibitive voice. Additionally, the moderating effects of generation and supervisor’s affective commitment on the relationship between perceived supervisor support and voice are studied. Results indicate that: (1) relationships between perceived supervisor support and promotive/prohibitive voice are U-shaped in new generation employees; (2) a positive linear relationship exists between perceived supervisor support and promotive/prohibitive voice for non-new generation employees; (3) the new generation employee supervisor’s affective commitment positively moderates the U-shaped relationship between perceived supervisor support and both kinds of voice and; (4) the supervisor’s affective commitment positively moderates the relationship between perceived supervisor support and prohibitive voice for non-new generation employees. This paper concludes with practical implications and research limitations.</p>

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Perceived supervisor support and voice behavior: the moderating effect of generation and supervisor’s affective commitment

  • 期刊论文

  • 发表日期：

    2026年4月10日

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  • Liang Yan,
  • Mary D. Sass,
  • Si-yao Song

摘要

This study uses conservation of resources theory to examine the nonlinear relationship between perceived supervisor support and promotive/ prohibitive voice. Additionally, the moderating effects of generation and supervisor’s affective commitment on the relationship between perceived supervisor support and voice are studied. Results indicate that: (1) relationships between perceived supervisor support and promotive/prohibitive voice are U-shaped in new generation employees; (2) a positive linear relationship exists between perceived supervisor support and promotive/prohibitive voice for non-new generation employees; (3) the new generation employee supervisor’s affective commitment positively moderates the U-shaped relationship between perceived supervisor support and both kinds of voice and; (4) the supervisor’s affective commitment positively moderates the relationship between perceived supervisor support and prohibitive voice for non-new generation employees. This paper concludes with practical implications and research limitations.