The rejection of employees’ suggestions by leaders is a common occurrence in organizations, yet the extant research is unclear regarding how and when leader voice rejection affects employees’ subsequent upward voice. Based on social information processing theory, this paper examines the mediating roles of voice self-efficacy (VSE) and leader-member exchange (LMX) as well as the moderating role of leader gratitude expression in the relationship between leader voice rejection and employees’ subsequent upward voice. We test these hypotheses by conducting a scenario-based experimental study (N = 190) and a survey study of leader − employee dyads (N = 245). We find that leader voice rejection reduces employees’ subsequent upward voice behavior by reducing their VSE and LMX, while leader gratitude expression moderates not only the direct effects of leader voice rejection on employees’ VSE and LMX but also the indirect effects of leader voice rejection on employees’ subsequent upward voice via VSE and LMX. The theoretical implications and practical implications of these findings are discussed, as are directions for future research.

领导者拒绝员工建议的情况在组织中很常见，但现有的研究尚不清楚领导者声音的拒绝如何以及何时影响员工随后的向上发声。基于社会信息处理理论，本文考察了声音自我效能感（VSE）和领导者-成员交换（LMX）的中介作用以及领导者感恩表达在领导者声音拒绝与员工后续反应关系中的调节作用。向上的声音。我们通过进行基于场景的实验研究 ( N  = 190) 和领导者-员工二人组的调查研究 ( N = 245）。我们发现，领导者的声音拒绝通过降低员工的 VSE 和 LMX 来降低员工随后的向上发声行为，而领导者的感激表达不仅可以调节领导者的声音拒绝对员工的 VSE 和 LMX 的直接影响，还可以调节领导者的声音拒绝对员工的 VSE 和 LMX 的间接影响。员工随后通过 VSE 和 LMX 发出向上的声音。讨论了这些发现的理论意义和实际意义，以及未来研究的方向。