Peer Coworker Relationships: Influences on the Expression of Lateral Dissent

Full- and Part-Time Dissent: Examining the Effect of Employment Status on Dissent Expression

“…For example, part-time employees may be moved by more personal advantage motives versus principled ones when expressing dissent (Hegstrom, 1999; Kassing, 2011) or they may voice dissent in response to substantially different dissent triggering events (Kassing & Armstrong, 2002). Additionally, the type of workplace relationships they foster and maintain could dictate dissent expression (Sollitto & Myers, 2015). There are many factors, then, that could reveal additional insight about how and why part-time employees express dissent.…”

Cross-cultural Issues on Organizational Dissent and Humor Orientation

“…Murata (2014) explored humor in business meetings in New Zealand (NZ) and Japanese businesses and found that the instigation of humor in NZ is co-constructed by any member of a meeting while in Japanese meetings, humor is constructed by those with power. Sollitto and Myers (2015) showed a positive relationship between humorous messages and dissent messages. However, that research line is not about how an individual's humor orientation relates to their tendency to dissent in different cultures.…”

Interpersonal Influences on Interpretation of Workplace Sexual Harassment

“…Because expressions of dissent can be likened to reporting of sexual harassment at work, the following were collected as covariates: participants' organization size, whether or not the participants telecommute, work experience in years, current employment in years, position, and organization type. Expressions of dissent, solidarity, and trust are influenced by the quality of peer coworker relationships (see Sollitto & Myers, 2015;Myers & Johnson, 2004), regardless of organization type (see Spillan & Mino, 2001), and so participants were also asked how many special peers, or coworkers with whom they share a great deal of intimacy and selfdisclosure with, they have at work (Kram & Isabella, 1985). In line with these, the current study investigates the following research question: RQ: When controlling for relational, socioeconomic, and characteristics of one's position and career field, do the associations remain among the participants' perceived partner BS and HS, workplace BS and HS, their own BS and HS, and their likelihood to report and intolerance for SH?…”

“…Special peers in the workplace are important when dealing with sexist behavior at work because of their high degree of self-disclosure. Previous research indicates that behaviors like expression of dissent and solidarity are indicative of the quality of relationships among coworkers (Sollitto & Myers, 2015;Myers & Johnson, 2004). It is likely that an individual experiencing sexism or SH at work will confide in his or her special peers who may influence how that individual thinks about and responds to the situation.…”

“…Towards the goal to determine factors that influence women's intolerance and likelihood of reporting sexually harassing behaviors, my particular explanation stems from Fiske and Glick's (1995) Ambivalent Sexism Theory as it explains workplace sexual harassment as a consequence of men's ambivalent sexismthat which is derived from hostile and benevolent sexist attitudes. Hostile sexismcharacterized by behaviors like groping and forced performance of a sexual actis egregious and no longer seen as socially acceptable such that contemporary researchers have taken a greater interest in the nuances of benevolent sexismcharacterized by behaviors like winking and flirtingand how it functions to perpetuate gender inequalities as well as its associations with sexist behaviors in romantic relationships and the workplace (e.g., Viki, Abrams, & Hutchison, 2003;Sümer, 2006;Moya, Glick, Expósito, de Lemus, & Hart, 2007;Good & Sanchez, 2009;Durán, Moya, & Megías, 2011;Hammond, Overall, & Cross, 2016;Hammond & Overall, 2013;2015;Hammond, Sibely, & Overall, 2014;Ruiz, 2019).…”