Journal Article10.1146/ANNUREV-ORGPSYCH-031413-091328
Employee Voice and Silence
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TL;DR: In this paper, the authors review the current state of knowledge about the factors and motivational processes that affect whether employees engage in upward voice or remain silent when they have concerns or relevant information to share.
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Abstract: When employees voluntarily communicate suggestions, concerns, information about problems, or work-related opinions to someone in a higher organizational position, they are engaging in upward voice. When they withhold such input, they are displaying silence and depriving their organization of potentially useful information. In this article, I review the current state of knowledge about the factors and motivational processes that affect whether employees engage in upward voice or remain silent when they have concerns or relevant information to share. I also review the research findings on the organizational and individual effects of employee voice and silence. After presenting an integrated model of antecedents and outcomes, I offer some potentially fruitful questions for future research.
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Citations
Silent Majority: How Employees’ Perceptions of Corporate Hypocrisy are Related to their Silence
Yiming Wang,Yuhua Xie,Mingwei Liu,Yongxing Guo,Duojun He +4 more
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Misjudging our Influence on Others: Blind Spots in Perceptions of Peer Use of Advice
Christina A. Rader
- 01 Jan 2015
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Employee engagement in voice at times of crisis: COVID-19 pandemic as an example
I. Ashmawy
TL;DR: The COVID-19 pandemic has significantly changed the nature of work and has led to increased employee engagement in voice, primarily through informal, individually and collectively expressed voice directed to managers and peers.
1
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