The oppressive boss and workers’ authoritarianism: effect of voice suppression by supervisors on employees’ authoritarian political attitudes

Abstract

This study examines the relationship between employee voice suppression by workplace authorities (i.e. supervisors) and the formation of employees' attitudes towards political authority. We test whether the effect of experienced voice suppression by supervisors on employees' preference for authoritarian governance is positive, negative or nonlinear. The hypotheses are tested on original data gathered within the Dutch Work and Politics Survey 2017 (N = 7599), which allows for a wide range of demographic and organisational control variables. The results favour a nonlinear effect of suppression on employees' authoritarianism. These results support the notion that political attitudes are dynamic and that the workplace plays a role in shaping them.

Does work socialisation matter? Worker engagement in political activities, attachment to democracy and openness to immigration

“…As most people spend a great part of their life at work, exposure to democratic or authoritarian work environments may influence the extent to which there is a positive or negative spill‐over into democratic behaviours. Socialisation refers to the influence of environmental (work) factors on social attitudes, including political ones (Stanojevic et al, 2020). Workers socialised in authoritarian work settings may be inculcated into an environment characterised by an emphasis on conformity to organisational rules, obedience to authority and opposition towards outsiders particularly those who are perceived to contest the group's social norms (Stenner, 2005).…”

You better watch out: How the supervisor response to worker voice affects promotive voice

“…To fill this gap, some recent research has focused on individual worker voice, defined as workers speaking up about discontent with regard to their working conditions, employment conditions, career development and interpersonal conflicts (Sluiter, Manevska and Akkerman 2022). This research includes studies on the antecedents and effects of this type of voice (Snoep-Delleman et al 2024;Sluiter, Manevska and Akkerman 2022), as well as its potential spillover to behaviour outside work (Stanojevic, Akkerman and Manevska 2020b;Geurkink, Akkerman and Sluiter 2022;Stanojevic, Akkerman and Manevska 2020a).…”

“…This research illustrates the strong emphasis in the literature on positive supervisor behaviour, and we contend that more attention should be given to the impact that negative supervisor behaviour can have. Furthermore, there has been surprisingly little empirical research on the actual response of supervisors to voice (some recent work includes Kassing 2009;Sluiter, Manevska and Akkerman 2022;Stanojevic, Akkerman and Manevska 2020a;Geurkink, Akkerman and Sluiter 2022) and the impact that experiencing such supervisor responses may have on workers' other voice behaviours.…”

Une hiérarchie à l’écoute encourage la prise de parole promotrice

“…Pour combler cette lacune, certains auteurs se sont récemment penchés sur cette prise de parole individuelle revendicative, par laquelle les travailleurs expriment leur mécontentement concernant leurs conditions de travail et d'emploi, le déroulement de leur carrière et les conflits interpersonnels (Sluiter, Manevska et Akkerman, 2022). Ce courant de la recherche comprend des travaux sur les antécédents et les effets de ce type de prise de parole ( Snoep-Delleman et al, 2024;Sluiter, Manevska et Akkerman, 2022), ainsi que sur ses éventuelles retombées sur les comportements adoptés en dehors de la sphère professionnelle (Stanojevic, Akkerman et Manevska, 2020b;Geurkink, Akkerman et Sluiter, 2022;Stanojevic, Akkerman et Manevska, 2020a).…”

“…Alors que ces travaux sont aussi une illustration de l'attention portée au comportement positif du supérieur, nous avançons qu'il conviendrait de se pencher davantage sur les conséquences potentielles d'un comportement négatif de celui-ci. De plus, il existe paradoxalement peu de travaux empiriques sur la réaction réelle des supérieurs à la parole des salariés (on peut citer, parmi les travaux récents, ceux de Kassing, 2009;Sluiter, Manevska et Akkerman, 2022;Stanojevic, Akkerman et Manevska, 2020a;Geurkink, Akkerman et Sluiter, 2022) et sur l'impact que ces réactions peuvent avoir sur les autres comportements de prise de parole du personnel.…”