Voice Climate Perceptions 1 Voice climate perceptions: a multi-dimensional model as a determinant of affective commitment, work engagement, neglect and exit.This study explored the multi-dimensionality of voice climate extending the theoretical model to incorporate three components: encouragement, safety, and efficacy. The utility of this multi-dimensional conceptualisation as a determinant of affective organisational commitment, work engagement, neglect and exit was then examined. Key WordsAffective organisational commitment, efficacy, empowerment, encouragement, exit, neglect, safety, turnover, voice climate, work engagement Voice Climate Perceptions 2 Organisational voice has the ability to influence important work-related factors including employees' affective organisational commitment, work engagement, neglect, and exit (Allen & Meyer, 1990;Allen & Tuselmann, 2009, Bryson, Charlwood, & Forth, 2006 Farndale, Van Ruiten, Kelliher, & Hope-Hailey, 2011; Miles, Borman, Spector, & Fox, 2002; Park & Rainey, 2007;Vakola & Bouradas, 2005;Withey & Cooper, 1989). The term 'voice' has however been used interchangeably to refer to both voice behaviour, which concerns the act of communicating, and voice climate, which refers to the perception and beliefs about attitudes and practices related to voice behaviour in the workplace. Research suggests that voice climate perceptions are best represented by three components: encouragement, safety, and efficacy (Allen & Tuselmann, 2009; Farndale et al., 2011; Frazier, 2009; Landau, 2009; Morrison, Wheeler-Smith, & Kamdar, 2011) which are conceptually distinct from related constructs such as psychological safety, general group efficacy, and involvement climate (Frazier, 2009; Morrison et al., 2011). Only one previous study has included encouragement as a component of voice climate (Frazier, 2009) and none have incorporated all three facets. Furthermore, research has yet to explore the extent to which the three components can be differentiated from one another. This study therefore sought to contribute to the voice climate literature by exploring the extent to which voice climate is multi-dimensional, comprising of the three components: encouragement, safety, and efficacy, and whether the three component model is useful in determining work-related outcomes. Voice Climate: a Multi-Dimensional ConstructThe encouragement component of voice climate relates to employees' perception about the extent to which voice behaviour is supported by their superiors at work (Frazier, 2009). For example, in a positive voice climate, the perception that voice behaviour is Voice Climate Perceptions 3 encouraged may develop if employees are consistently asked their opinions and are given opportunities to provide input in relation to work related issues.The safety component of voice climate relates to employees' beliefs about the likelihood that voice behaviour will result in negative consequences such as reprimand (Morrison et al., 2011). Employees often perceive voice behaviour to be risky ...
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