Final answer:
A. It is true that employees with higher extraversion and conscientiousness tend to use 'voice' in the EVLN framework more frequently due to their outgoing, assertive, and responsible natures.
Step-by-step explanation:
When considering the EVLN framework, which stands for Exit, Voice, Loyalty, and Neglect, it is true that voice is more common among employees who exhibit higher levels of extraversion and conscientiousness. Individuals with high extraversion are generally more outgoing and assertive, making them more likely to speak up or offer opinions in the workplace. Moreover, those scoring high on conscientiousness are reliable, dutiful, and goal-directed, attributes that can also contribute to a propensity to use voice as a response mechanism to organizational issues.
Moreover, looking at the Big Five Personality Traits often mentioned in conjunction with the EVLN model, we can understand the role of these traits in an individual's work behavior. Extraversion is associated with sociability, assertiveness, excitement-seeking, and emotional expression. Conscientiousness, on the other hand, is related to competence, self-discipline, thoughtfulness, and achievement-striving. Hence, employees who score higher on these personality traits are more inclined to engage in voice behavior because their personalities drive them to communicate actively and fulfill their duties within an organization.