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This study aims to reveal the positive side of poor voice quality. Grounding on sociometer theory, this study proposes a model to explore how poor voice quality affects employee's motivation to make high-quality voice via managerial non-endorsement and employee's self-perception of poor voice quality.

The sample consisted of 247 employees and immediate supervisors of employees in China. To minimize potential common method biases and reduce participants' fatigue, a three-wave method for the data collection with each wave separated by one month was executed. Path analysis and bootstrapping approach were adopted to verify the hypotheses.

The results illustrated that employee's poor voice quality was able to promote employee's motivation to make high-quality voice via managerial non-endorsement and employee's self-perception of poor voice quality.

First, this study extends our knowledge of the consequences of employee voice. Second, this study further contributes to the literature on voice quality by emphasizing the positive effects of poor voice quality. Third, this study enriches the sociometer theory by the explication of chain mediation as a key mechanism through which poor voice quality affects employee's motivation to make high-quality voice.

Of the three major streams of research in celebrity endorsements, the “Meaning Transfer Model (MTM)” has received the least attention from researchers. In the present study, the authors aim to investigate the basic components of the “Meaning Transfer Model” proposed by McCracken (1986, 1989) and outcome of the flow of meaning through celebrity endorsements.

The authors used an interpretive approach to address four broad research questions framed after a comprehensive literature review. Eight focus group discussions (FGD) (along with embedded word association techniques) were conducted among audience from heterogeneous demographic backgrounds from India. Content and thematic analysis were carried out on the FGD transcripts and the word association test results to generate findings.

The findings indicate seven themes of celebrity meaning, namely, personality, credibility, physical appearance, feelings, performance, values and cogent power. Most meanings were found to be transferred to a brand via the endorsement. The possibility of reverse meaning transfer and the change of celebrity meanings overtime were also observed.

The major contribution of the present study is the development of a measurable and applicable model of meaning transfer in celebrity endorsements, along with a set of testable propositions.

The findings provide a guiding framework for practitioners who would like to use a celebrity endorsement strategy.

This is one of the first attempts to develop a comprehensive model of meaning transfer in celebrity endorsements that includes sub-constructs of “meaning” and the moderators in the process.

Purpose – This paper sets out to explore the concepts involved in sustainability by investigating the basic meanings of the terms, the primary principles involved and their application to practices of development. Design/methodology/approach – A perspective founded in natural science is adopted relating to energy and matter. Issues of pragmatism and human behaviour are considered to determine how the basic essentials are being pursued, with consideration of common project evaluation methods. Issues of culture, human groups and institutions are examined with respect to their impact on sustainability. Contrasts between relativist approaches (“green”) and absolute approaches (sustainability) are explored. Findings – It is concluded that absolutism should form the decision approach in order that real sustainability may be achieved. Practical implications – The paper highlights the deficiencies in the relativist approaches which are adopted currently. By diverting foci to concepts of economic, social etc. sustainability, the real and underpinning imperatives of environmental sustainability – expressed in terms of energy and matter, are diluted in the ensuing pragmatic debates. Real sustainability, it is argued, must concern such essential issues to be effective. Originality/value – This paper addresses the basic, absolute issues of sustainability and so, acts as a focus for addressing the difference between real sustainability and the relativism of current “sustainability” legislation, practices, and, unfortunately, much debate. The paper endeavours to be productively provocative as a catalyst for advance.

This study examines the yin (promotive) and yang (prohibitive) of employee voice based on employee preference for voice channel attributes. Employee inputs may be disregarded, requiring employees to maneuver for unheeded voice and adopt alternate voice tactics. The authors emphasize the ubiquity of lurking employee silence and its affective effects on subsequent cycles of voice or silence.

Qualitative design involving semi-structured interviews of employees from service sector firms in India assisted the inquiry.

Employees prefer voice channel attributes that ensure visibility and data substance for promotive voice and anonymity and confidentiality for prohibitive voice. Voice target switching and message reframing were common employee strategies. Silence on both sharing views/opinions (promotive) and voicing issues/concerns (prohibitive) weakens employee future voice incidents, besides suppressing the affect. Post-silence cognitive reappraisal increases voice incidences.

Findings may have limited generalizability given the qualitative design of the study. Moving beyond extant episodic voice research, the authors demonstrate the recurrent nature of employee voice and silence. The study broadens perspectives on how varied voice types necessitate nuanced voice channel attributes.

Present work brings together organizational behavior (OB) perspective on discretionary voice through human resource (HR)-based channels, helping bridge the gap between previously disparate stands.

This study draws upon the interorganizational imitation theory and endorsement literatures to explain the entry mode decisions of emerging-market firms (EMFs) into developed markets. Specifically, the study argues that EMFs entering developed markets pay differential attention to the prior actions of reference groups – by type of country of origin (whom to follow?) and by entry mode (how to imitate?). We test our hypotheses with a sample of 591 entries by EMFs investing in the United States over a 10-year period. The results support an isomorphism-based framework with different influences across reference groups by country of origin and entry mode. We find a dominant form of isomorphism, even after controlling for transaction costs and resource-based explanations.

The final effectiveness of employee voice largely depends on voice endorsement. This study aims to review, assess, analyze and synthesize the emerging literature on voice endorsement by focusing on its antecedents to promote future research from a comprehensive perspective.

Based on an integrative review of the literature, the authors conducted a content analysis of 53 peer-reviewed journal articles.

Building on the Shannon–Weaver communication model, this paper summarizes that factors influencing voice endorsement can be classified into five prominent aspects: voicer, voiced idea, contextual factors and noises, voice channel (medium) and voice receiver.

This research holds important implications for practice, providing practical guidelines for employees to speak up, for leaders to endorse voice and for organizations to maintain sustainable development by making full use of employee voice.

This review enriches voice endorsement research by introducing a communication framework to synthesize its antecedents and extends the application of the communication model in organization research. Additionally, the authors offer directions for future research.

Among a sample of 281 active-duty Canadian police officers, the current study investigated whether perceived organizational support (POS) would predict officers' organizational cynicism, stress and emotional exhaustion three months later. The moderating influence of officer voice on these relationships was also examined.

In collaboration with a large policing organization, online surveys collecting quantitative data and soliciting open-ended comments were administered to officers, with a three-month lag separating survey administrations.

The results reveal that POS predicted significant variance in each of the investigated outcomes. It was found that voice moderated the association between POS and organizational cynicism, but in a manner that suggests a suboptimal voice climate within the organization. Officers provided open-ended qualitative comments that supported this interpretation.

The evidence supports that if organizational leaders wish to prevent disadvantageous outcomes such as organizational cynicism, stress, emotional exhaustion and their consequents, then advancing both organizational support and a positive voice climate is recommended.

The results suggest that voice interacts with POS to influence organizational cynicism among police, highlighting the importance of responsiveness to voice for police management, and thus serving as an important bridge between theory and practice.