Abstract:This paper provides an empirical examination of the effects of co-workers' procedural justice, defined as the individual's perception of how procedural justice is displayed towards him/her by the group. Drawing on the social exchange literature, it is confirmed that team affective commitment mediates the relationship between team voice -a form of co-workers' procedural justice -and team citizenship behaviors. The study also tests whether this positive indirect effect is moderated by neuroticism and intrinsic m… Show more
“…Their study found a strong relationship among the three. Subsequent studies reaffirmed the notion that employee voice is a “state‐like” communication behavior that is dependent on individual traits as well as situational variables (LePine & Van Dyne, ; Ohana, ). Based on the above discussion, we argue that subordinates’ willingness to communicate, a trait‐like construct, is positively related to its state‐like form, “likelihood to voice” (see Saunders et al, ). Hypothesis 1: Subordinates’ willingness to communicate is positively related to their likelihood to voice .…”
“…Their study found a strong relationship among the three. Subsequent studies reaffirmed the notion that employee voice is a “state‐like” communication behavior that is dependent on individual traits as well as situational variables (LePine & Van Dyne, ; Ohana, ). Based on the above discussion, we argue that subordinates’ willingness to communicate, a trait‐like construct, is positively related to its state‐like form, “likelihood to voice” (see Saunders et al, ). Hypothesis 1: Subordinates’ willingness to communicate is positively related to their likelihood to voice .…”
“…A further group of participants believed voice was mostly exerted on behalf of the value of organizational citizenship (Detert and Burris, 2007;Ohana, 2016), perceiving speaking up as an organizational good. A further group of participants believed voice was mostly exerted on behalf of the value of organizational citizenship (Detert and Burris, 2007;Ohana, 2016), perceiving speaking up as an organizational good.…”
Section: (23) Tensions Of Organizing and Performingmentioning
We explore the intrinsic ambiguity of speaking up in a multinational healthcare subsidiary. A culture change initiative, emphasizing learning and agility through encouraging employees to speak up, gave rise to paradoxical effects. Some employees interpreted a managerial tool for improving effectiveness as an invitation to raise challenging points of difference rather than as something 'beneficial for the organization'. We show that the process of introducing a culture that aims to encourage employees to speak up can produce tensions and contradictions that make various types of organizational paradoxes salient. Telling people to 'speak up!' may render paradoxical tensions salient and even foster a sense of low PsySafe.
“…Numerous studies attest to the importance of employee involvement in upward problem-solving within organizations as a mechanism for employee voice (see Mowbray et al, 2015;Wilkinson, Townsend, Graham, & Muurlink, 2015 for recent reviews). Janssen and Gao (2015) found among 337 supervisor-subordinate dyads in the Chinese manufacturing industry that when employees perceive that they have high voice status, they are motivated to engage in subsequent voice behavior (see also Ohana, 2016). Employee voice can also be an important component of psychological safety in the workplace because it provides employees with a safe climate (Milliken et al, 2015).…”
Section: Linking Employee Voice Mechanisms and Lgbt Expatriationmentioning
LGBT) expatriates has largely taken an employee perspective. Less attention has been devoted to organizational mechanisms supporting LGBT voice opportunities for global mobility. In this study, we use respondent data from 15 LGBT employees in combination with data from five global mobility managers to examine the role of Employee Resource Groups. Using the depth, scope and level of voice to frame the study in relation to stereotype threat theory, the findings show that discrimination and stigmatization are prevalent features affecting voice. The findings advance three distinct contributions concerning marginalized (LGBT) employee voices about expatriation: the importance of 'informal' social dialogue, the shallow 'depth' to voice decisionmaking roles about LGBT expatriation, and a consideration of 'silence' in voice literatures.
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