關鍵詞：世代刻板印象稀缺度、員工建言行為、參與式領導、建言自我效能、論述理論、刻板印象威脅理論;Global demographic shifts have made multigenerational coexistence a workplace norm. Despite its potential for creativity， cognitive differences often trigger social categorization， intensifying workplace discrimination and generational stereotypes. This study investigates the impact of the "Lack of Generational Stereotype" (LGS) on "Employee Voice Behavior"， examining the moderating roles of "Participative Leadership" and "Voice Self-efficacy".
Integrating "Discourse Theory" and "Stereotype Threat Theory"， this research posits that negative labels deplete cognitive resources， inducing defensive silence. Conversely， enhancing LGS encourages rational dialogue based on "Individuating Information"， unleashing voice potential. A time-lagged， two-stage design yielded 316 valid paired samples.
Results show: (1) LGS positively influences "Promotive" and "Prohibitive Voice" (2) "Participative Leadership" significantly moderates LGS′s relationship with both voice types; (3) "Voice Self-efficacy" significantly moderates LGS′s impact on Prohibitive Voice; but (4) fails to significantly moderate Promotive Voice.
To disrupt "Self-fulfilling Prophecies"， managers should replace labeling with Participative Leadership to foster an "Ideal Speech Situation". Organizations should provide specific voice training to enhance employees′ environmental control. This enables proactive speaking despite threats， preventing decision-making blind spots rooted in organizational silence.
Keywords: Lack of Generational Stereotype， Employee Voice Behavior， Participative Leadership， Voice Self-efficacy， Discourse Theory， Stereotype Threat Theory
