Disclosure of adverse outcomes in medicine: A questionnaire study on voice intention and behaviour of physicians in Germany, Japan and the USA

Loewenbrück, Kai F.; Wach, Dominika; Müller, Sandrine R.; Youngner, Stuart J.

doi:10.1177/2397002216649858

Cited by 4 publications

(6 citation statements)

References 80 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Culture (national or societal) is another, often subtle, factor that influences individual and collective voice and silence (e.g. Fontes, 2007; Huang et al, 2005; Sheriff, 2000; see also Löwenbrück et al, 2016) and may grow in relevance given the increasing engagement of firms in foreign markets, individual mobility of the workforce, and cross-cultural collaboration within project teams. By way of example, when Federal Express (FedEx) launched their annual employee survey in their newly integrated branches in Asia (for the complete case study see Lewin, 2015), initially they were happy with the high participation rate.…”

Section: Theory – Antecedents Consequences and Underlying Processesmentioning

confidence: 99%

Is our knowledge of voice and silence in organizations growing? Building bridges and (re)discovering opportunities

Knoll

Wegge

Unterrainer

et al. 2016

German Journal of Human Resource Management: Zeitschrift für Pe

101

View full text Add to dashboard Cite

This article has three objectives. Firstly, we seek to demonstrate the relevance of voice and silence-that is, whether employees contribute or withhold information, ideas, views and/or concerns at work-for the sustainable development of individuals, organizations and societies. Our second objective is to identify emerging (and enduring) issues-conceptual, theoretical and methodological-that have not yet been adequately addressed in voice and silence research. These issues include the relationship between voice and silence, how they may manifest in organizations, their manifold antecedents inside and beyond organizational boundaries, their potentially positive and negative effects for internal and external stakeholders, and methodological questions. The third objective is to propose opportunities for addressing these issues with the ultimate aim

show abstract

Section: Theory – Antecedents Consequences and Underlying Processesmentioning

confidence: 99%

Is our knowledge of voice and silence in organizations growing? Building bridges and (re)discovering opportunities

Knoll

Wegge

Unterrainer

et al. 2016

German Journal of Human Resource Management: Zeitschrift für Pe

101

View full text Add to dashboard Cite

show abstract

“…For example, an endogenous explanation may draw on the variations in cultural norms and values from an employee’s place of birth and a lack of assuredness for what is acceptable practice in a novel context. Recent research by Loewenbrück et al (2016), for example, noted the general reticence of Japanese physicians to disclose malpractice in comparison to physicians from Germany and the USA. Other research from the German context notes a lower likelihood of the exercise of employee voice behaviours by organisational newcomers (Wesche and Teichmann, 2016).…”

Section: Individual Predictors Of Whistle-blowingmentioning

confidence: 99%

Whistle-blowing in the Australian Public Service

Fieger

Rice

2018

View full text Add to dashboard Cite

Purpose Whistle-blowing has the important role of reducing the prevalence and impact of wrongdoing in organisations. The purpose of this paper is to utilise a very large survey of Australian Public Service (APS) workers to replicate the findings of previous studies in relation to whistle-blowing likelihood and to extend the quantitative findings in relation to whistle-blowing antecedents to include ethnicity or cultural marginalisation and occupational and professional role and affiliation. Design/methodology/approach The authors utilise the 2014 APS Census, a large data set containing 100,000 observations relating to employee engagement, leadership, health, satisfaction and general impressions of the public service. Logistic regression is employed to obtain estimates and marginal effects in respect to predictors for whistle-blowing. The authors determine the Bayesian information criterion to assess the impact of ethnicity on the probability of whistle-blowing. Findings The findings support the notion that organisational “outsiders” tend to report perceived wrongdoing less than those who feel assured of their cultural or organisational status. The authors further find support for the notion that membership of small organisational groupings, primarily measured by organisational size, also tends to reduce the whistle-blowing likelihood. Opportunities for further research and potential policy and practical issues are discussed briefly in conclusion. Originality/value While confirming the predictors seen in many previous studies, the authors identify groups who report more or less than expected that have not been reported in previous research. These include employees from a non-English speaking background and various occupational and professional groups “at risk” of low reporting.

show abstract

“…Three of the measures included in this category were questionnaires that used hypothetical scenarios (vignettes) related to patient safety issues. These include: the Speaking-up Scale developed by Andrew and Mansour ( 72 ) which was used in the study of Mansour et al ( 45 ); a questionnaire with four hypothetical scenarios ( 73 ); and the study of Lowenbruck et al ( 51 ), evaluating participants’ disclosure intention using two hypothetical scenarios with increasing adverse outcome severity.…”

Section: Resultsmentioning

confidence: 99%

“…The researchers directly linked their theory (i.e., contrasting how individuals think they would act and how they actually act) with their method of investigation (i.e., simulation scenarios). Additionally, Loewenbruck et al ( 51 ) studied voice expression among physicians in Germany, Japan and the United States. Their research reviewed the theoretical links between intrinsic and prosocial employee motivation, role-model-based learning power distance and the Theory of Planned Behavior.…”

Section: Resultsmentioning

confidence: 99%

“…A significant amount of research only investigated speaking-up content related to patient safety and quality of care—with some measures being developed on the overlap of employee voice with stating safety concerns ( 88 ) or with error disclosure ( 51 ). This runs the risk of suggesting an overlap between speaking-up for patient safety and employee voice in healthcare.…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

An integrative systematic review of employee silence and voice in healthcare: what are we really measuring?

Lainidi,

Jendeby,

Montgomery

et al. 2023

Front. Psychiatry

View full text Add to dashboard Cite

The history of inquiries into the failings of medical care have highlighted the critical role of communication and information sharing, meaning that speaking up and employee silence have been extensively researched. However, the accumulated evidence concerning speaking-up interventions in healthcare indicates that they achieve disappointing outcomes because of a professional and organizational culture which is not supportive. Therefore, there is a gap with regard to our understanding of employee voice and silence in healthcare, and the relationship between withholding information and healthcare outcomes (e.g., patient safety, quality of care, worker wellbeing) is complex and differentiated. The following integrative review is aimed at addressing the following questions; (1) How is voice and silence conceptualized and measured in healthcare?; and (2) What is the theoretical background to employee voice and silence?. An integrative systematic literature review of quantitative studies measuring either employee voice or employee silence among healthcare staff published in peer-reviewed journals during 2016–2022 was conducted on the following databases: PubMed, PsycINFO, Scopus, Embase, Cochrane Library, Web of Science, CINAHL and Google Scholar. A narrative synthesis was performed. A review protocol was registered on the PROSPERO register (CRD42022367138). Of the 209 initially identified studies for full-text screening, 76 studies met the inclusion criteria and were selected for the final review (N = 122,009, 69.3% female). The results of the review indicated the following: (1) concepts and measures are heterogenous, (2) there is no unifying theoretical background, and (3) there is a need for further research regarding the distinction between what drives safety voice versus general employee voice, and how both voice and silence can operate in parallel in healthcare. Limitations discussed include high reliance on self-reported data from cross-sectional studies as well as the majority of participants being nurses and female staff. Overall, the reviewed research does not provide sufficient evidence on the links between theory, research and implications for practice, thus limiting how research in the field can better inform practical implications for the healthcare sector. Ultimately, the review highlights a clear need to improve assessment approaches for voice and silence in healthcare, although the best approach to do so cannot yet be established.

show abstract

Disclosure of adverse outcomes in medicine: A questionnaire study on voice intention and behaviour of physicians in Germany, Japan and the USA

Cited by 4 publications

References 80 publications

Is our knowledge of voice and silence in organizations growing? Building bridges and (re)discovering opportunities

Is our knowledge of voice and silence in organizations growing? Building bridges and (re)discovering opportunities

Whistle-blowing in the Australian Public Service

An integrative systematic review of employee silence and voice in healthcare: what are we really measuring?

Contact Info

Product

Resources

About