Co-Production as a Driver of Promotive and Prohibitive Voice Through Positive Affect and Creative Self-Efficacy in Professional Sport Organizations

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题名:	Co-Production as a Driver of Promotive and Prohibitive Voice Through Positive Affect and Creative Self-Efficacy in Professional Sport Organizations
作者:	Wang, Weisheng Chiu；Young Suk Oh；Jie Chen；Fong-Jia
日期:	2025-08-22
上传时间:	2025-06-09 12:05:21 (UTC+8)
摘要:	Objectives: Professional sport organizations operate in dynamic, high-stakes environments where employees’ discretionary voices, promotive suggestions and prohibitive warnings, critically influence innovation, operational efficiency, and stakeholder satisfaction. Drawing on Social Cognitive Theory (SCT) and Service-Dominant Logic (SDL), this study examines how employee co-production influences positive affect, creative self-efficacy, and promotive and prohibitive voice behaviors. We aim to identify the affective and cognitive pathways linking co-production to these distinct forms of voice and to determine which antecedents are necessary and sufficient for their emergence. Theoretical Background and Literature Review: SCT highlights how mastery experiences and observational learning build the psychological resources necessary for proactive behavior, while SDL reconceptualizes employees as active value co-creators whose voluntary contributions of ideas, knowledge, and effort become integral to service and operational processes. Integrating these perspectives, we propose that co-production, voluntary collaboration in service and operational processes, directly engenders two internal states: positive affect (pleasurable emotions) and creative self-efficacy (belief in one’s innovative capacity). Positive affect broadens cognitive flexibility and fosters resilience, while creative self-efficacy sustains persistence and initiative. These affective and cognitive resources are hypothesized to drive promotive voice (constructive suggestions) and prohibitive voice (risk-related concerns) in professional sport contexts. Methodology: We surveyed 243 full-time employees from 17 professional sport organizations. Constructs were measured via validated scales (Ranjan & Read, 2016; Diener et al., 2010; Paek et al., 2022; Liang et al., 2012). Partial least squares structural equation modeling (PLS-SEM) was used to test hypothesized relationships. Combined importance–performance map analysis (cIPMA), which integrates importance–performance map analysis and necessary condition analysis (NCA), was then applied to assess the relative importance, performance, and minimum thresholds of antecedents in predicting promotive and prohibitive voice behaviors. Results/Findings and Discussion: PLS-SEM showed that co-production positively predicted positive affect (β = 0.288, p < 0.001), creative self-efficacy (β = 0.239, p < 0.001), promotive voice (β = 0.268, p < 0.001), and prohibitive voice (β = 0.211, p < 0.01). Positive affect enhanced creative self-efficacy (β = 0.435, p < 0.001) but did not directly affect voice behaviors. Creative self-efficacy was the sole direct driver of both promotive (β = 0.421, p < .001) and prohibitive voice (β = 0.410, p < 0.001). cIPMA identified creative self-efficacy as the most important yet lowest-performing predictor for both voice types. NCA revealed that creative self-efficacy and positive affect must exceed critical thresholds to elicit voice behaviors, with co-production additionally necessary for promotive voice. Conclusion: This study advances understanding of voice behavior in professional sport organizations by integrating SCT and SDL to reveal sequential affective–cognitive pathways from co-production to employee voice. Enhancing positive affect and creative self-efficacy above critical thresholds is crucial for fostering both promotive and prohibitive voice, while participatory co-production practices are particularly essential for generating constructive suggestions (i.e., promotive voice). These findings offer sport managers actionable strategies, such as co-creative workshops and affect-supportive feedback, to cultivate psychologically enriching, value-creating climates that encourage discretionary employee communication.
显示于类别:	[資訊管理學系暨研究所] 會議論文

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