Designing for Employee Voice

Abstract

We then operationalised these qualities as a set of design goals-Assured Anonymity, Constructive Moderation, Adequate Slowness and Controlled Access-in the design and development of a secure anonymous employee voice system. Our novel take on the Enterprise Social Network aims to foster good citizenship whilst also promoting frank yet constructive discussion. We reflect on a two-week deployment of our system, the diverse range of candid discussions that emerged around important workplace issues and the potential for change within the host organization. We conclude by reflecting on the ways in which our approach shaped discourse and supported the creation of a trusted environment for employee voice.

No More Handshaking: How have COVID-19 pushed the expansion of computer-mediated communication in Japanese idol culture?

“…In this context, this work shares some interest with previous studies that have investigated the use of computer-mediated communication in specifc situations, such as workplace communication [1,31].…”

“…Subsequently, I manually crawled the websites and social media accounts of each group and checked whether the group had released some announcement about meet-and-greet events between February 26 1 and August 25, 2020. As a result, I collected the announcements of 53 idol groups, which had over 700 members in total.…”

“…Here, I anticipate that examining how computer technologies have been adopted in such situations will provide new insights for the HCI community regarding the use of computer-mediated communication. This is because idol culture has a unique characteristic, which is different from other situations that previous studies have examined, such as workplace communication [1,31] and intimate relationships [24,50]. That is, while workplace communication mostly considers business impact rather than connectedness and intimate relationships usually emphasize connectedness, idol groups are required to balance both because they are providing the feeling of being connected with individual members as a part of their business.…”

Employee voice on social media — An affordance lens

“…Psychological safety may be provided either through an organizational climate where voice is encouraged and supported (Duan et al, 2022;X. Liu et al, 2022;Morrison, 2014) or through voice/communication mechanisms' features that may provide privacy/anonymity when voicing (Abdulgalimov et al, 2020;Mao & DeAndrea, 2019). Contrary to what Knoll et al (2022) posit regarding digital media lowering employees' perceived safety to express challenging voice, we argue that where anonymity is provided, SM could enhance employees' perceived safety to voice.…”

“…Voice on SM may also be difficult to action, resulting in potential delays to response. In their study of designing effective SM for voice, Abdulgalimov et al (2020) found anonymity to be a double-edged sword; while it provides employees confidence to voice their concerns, anonymous voice can be difficult for management to action. Concerns regarding authenticity have been raised whereby information, suggestions, ideas or concerns expressed anonymously have built tensions between credibility of information and the need to express oneself openly (Scott et al, 2011).…”