Scholars continue to debate whether voice and silence are opposites or distinct constructs. This ambiguity has prevented meaningful theoretical advancements about employees’ voice and silence at wo...

Distinguishing Voice and Silence at Work: Unique Relationships with Perceived Impact, Psychological Safety, and Burnout

Abstract Employee engagement is critical for the sustenance of organizations. Scholars have highlighted that the employer-employee interaction is an essential mechanism that enhances employee engagement. The communicative and interactional features of AI applications in HRM allow for a personalized and individualized approach to employees. The proliferation of AI-based solutions is increasing in various dimensions of HR business processes, leading to enhanced employee experiences and job satisfaction. However, this research domain is exploratory concerning the impact of AI-mediation HRM practices. Based on a multi-source, time-lagged study spanning over ten months in a multinational company, we have investigated the impact of AI-enabled chatbots on employee engagement in the present study. We have also examined climate for trust as the path through which chatbots impact engagement. Moreover, we have analyzed the implications of AI-enabled chatbots on employee outcomes based on their age and past performance. The contributions of the study to theory and practice have also been discussed.

Augmented employee voice and employee engagement using artificial intelligence-enabled chatbots: a field study

PurposeThis study investigates the mediating role of improvisation behavior in the relationship between employees' perceptions of procedural justice and their job performance, as evaluated by their supervisors, as well as the invigorating role of their organization-based self-esteem in this process.Design/methodology/approachSurvey data were collected in three rounds among employees and their supervisors in Pakistan.FindingsAn important factor that connects procedural justice with enhanced job performance is whether employees react quickly to unexpected problems while carrying out their jobs. This mediating role of improvisation is particularly salient to the extent that employees consider themselves valuable organizational members.Practical implicationsFor organizations, this study pinpoints a key mechanism—willingness to respond in the moment to unanticipated organizational failures—by which fair decision-making processes can steer employees toward performance-enhancing activities. It also reveals how this mechanism can be activated, namely, by ensuring that employees feel appreciated.Originality/valueImprovisation represents an understudied but critical behavioral factor that links employees' beliefs about fair decision-making procedures to enhanced performance outcomes. This study shows, for the first time, how this beneficial role can be reinforced by organization-based self-esteem, as a critical personal resource.

pdf/unpacking-the-relationship-between-procedural-justice-and-wr7n5x8fmm.pdf

Unpacking the relationship between procedural justice and job performance

The availability of parallel and distributed processing at a reasonable cost and the diversity of data sources have contributed to advanced developments in artificial intelligence (AI). These developments in the AI computing environment are not concomitant with changes in the social, legal, and political environment. While considering deploying AI, the deployment context and the end goal of human intelligence augmentation for that specific context have surfaced as significant factors for professionals, organizations, and society. In this research commentary, we highlight some important socio-technical aspects associated with recent growth in AI systems. We elaborate on the intricacies of human-machine interaction that form the foundation of augmented intelligence. We also highlight the ethical considerations that relate to these interactions and explain how augmented intelligence can play a key role in shaping the future of human work.

/pdf/intelligence-augmentation-human-factors-in-ai-and-future-of-3u3rhtul.pdf

Intelligence Augmentation: Human Factors in AI and Future of Work

Does incivility in quick service restaurants suppress the voice of employee? A moderated mediation model

The purpose of this paper is to examine the impact on employee voice from formal vs informal sources of procedural justice: group responsiveness and interactional justice, and to test how this impact may vary according to employees’ traditionality.,Dyadic data were collected from 261 employees and their supervisors. Results of the analyses offered support for the hypothesized moderated mediation model where group responsiveness and interactional justice would influence employee voice through enhanced organization-based self-esteem, and where such influence would be moderated by traditionality.,The findings showed that when there was a high level of group responsiveness, low traditionalists spoke up more, but when there was a high level of interactional justice, high traditionalists spoke up more.,By adopting the group engagement model, this study presented an alternative to the conventional perspective from uncertainty management theory about justice and voice, and tended to the neglect of fairness as an antecedent of voice by investigating how employees’ engagement in voice can be affected by their experience with different sources of procedural fairness information.

Procedural justice and voice: a group engagement model

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Procedural justice and voice: a group engagement model