Voicing concerns for greater engagement

Abstract

Purpose Scholars argue that supervisor’s job insecurity may affect subordinates’ work engagement. Moreover, this relationship may be mediated by subordinates’ pro-social voice and the relationship between the supervisor’s job insecurity and subordinates’ pro-social voice may be moderated by organizational culture. Therefore, the purpose of this paper is twofold. First, to examine the mediating role of the subordinate’s pro-social voice between supervisor’s job insecurity and subordinates’ work engagement. Second, to test the moderating role of organizational culture between supervisor’s job insecurity and the subordinates’ pro-social voice. Design/methodology/approach Data were gathered from employees of a large hospital in India using face-to-face data cross-sectional survey method. To test the proposed hypotheses, ordinary least squares regression analysis was performed on the data obtained. Findings The results indicated support for the proposed model in two ways. First, the subordinate’s pro-social voice mediated the relationship between supervisor’s job insecurity and the subordinate’s work engagement. Second, organizational culture acted as a moderator between supervisor’s job insecurity and the subordinate’s pro-social voice. Research limitations/implications The results augment social exchange theory by identifying the crucial role that voicing concerns plays in reducing the negative impact of supervisor’s job insecurity on the subordinates’ work engagement. Practical implications The study findings encourage managers to create an organizational culture that allows the subordinates to challenge their supervisor’s decisions. Originality/value To the best of the researchers’ knowledge, this is the first study to test job insecurity of the supervisors instead of the same respondents as a predictor of pro-social voice.

Influence of Core Competence on Voice Behavior of Clinical Nurses: A Multicenter Cross-Sectional Study

“…3,4 A recent study found that individuals who raise their voice for innovative opinions and constructive suggestions are usually focused on their jobs and receive support from their leaders. 5 Despite the many advantages of voice behavior, there are obvious risks in raising one's voice, for instance, extraordinary personal stress, other employee's misunderstanding and interpersonal relationship issues. 6 As a result, the status quo of employee voice behavior and its contributing factors has become a research focus.…”

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

“…); 5,792 (4.7%) participants were classified as “other” and 132 (0.11%) as administrative staff. Seven studies had unspecified samples (n = 2,609; 2.1%): Avgar et al ( 49 ) with 363 unspecified healthcare workers; Gupta and Ravindranath ( 66 ) with 1700 unspecified eye hospital employees; Hu and Casey ( 67 ) with 165 unspecified health care workers; Lawson et al ( 64 ) did not report sample size of participants (perfusionists); Lemke et al ( 68 ) did not specify on their sample of 49 anesthesia care providers; Mesdaghinia et al ( 69 ) reported a sample of 203 supervisors in a hospital; finally, Roussin et al ( 70 ) did not provide the numbers of nurses and physicians in their sample ( n = 129). Thus, based on the information provided, most of the participants were nurses (57.7% cumulative percentage of nurses, nurse managers and nurse experts).…”

On the relationship between procedural justice and organizational citizenship behavior: a test of mediation and moderation effects

“…With the feelings of being respected and valued, employees will accept the procedural decisions and outcomes, comply with organizational regulations, enhancing job engagement (Ramdeo and Singh, 2019). The concept of job engagement refers to the effort of employees (personal energy) in completing work tasks (Ramdeo and Singh, 2019), which requires both physical and psychological work participation (Gupta et al, 2018). Engaged employees are more enthusiastic and involved in their day-today-work.…”