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In recent years, a bottom-up leadership style has received considerable attention from researchers. However, few empirical studies have been conducted to explore the link between leader humility and employee voice. Drawing on role theory, in this study we examined the relationship between leader humility and employee voice. Using data from 222 employees and their leaders, our results revealed that leader humility was positively related to employee voice. Voice-role conception fully mediated this relationship. Further, we delineate how employees' regulatory focus moderates the mediated relationship between leader humility and voice, such that when an employee has a high promotion focus or low prevention focus, leader humility will be more positively related to voice via voice-role conception. These findings will provide guidelines for managers promoting employee voice. [ABSTRACT FROM AUTHOR]

Although a few researchers have turned their attention to the positive impacts of job insecurity, they have discussed riskless proorganizational behaviors, omitting some that are both risky and challenging, and neglecting different dimensions of job insecurity and the importance of comparative analysis of these. We examined the impact of dimensions of job insecurity on employees' taking charge. Specifically, from the job preservation perspective, we explored the influence of job insecurity on employees' response to taking charge. We acquired and analyzed leader-member matched data from 418 employees in 106 teams. We found a U-shaped relationship between employees' quantitative job insecurity and taking charge, whereas there was a negative correlation between qualitative job insecurity and taking charge. Additionally, employees' global job embeddedness moderated the negative relationship between qualitative job insecurity and taking charge, such that high job embeddedness alleviated the negative relationship and low job embeddedness enhanced the negative relationship between the two. These findings contribute to the directing of employees' taking-charge behavior in organizations. [ABSTRACT FROM AUTHOR]