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The purpose of this study is to investigate the influence of organizational cynicism on prosocial voice and defensive silence and to verify the mediating role of workplace bullying in these relationships.

A cross-sectional survey design with a sample of 205 individuals was used in this study.

The hypotheses were confirmed as organizational cynicism plays a significant and negative influence on prosocial voice and a significant and positive influence on defensive silence. In addition, workplace bullying partially mediates both relationships.

This study contributes to a deeper understanding of organizational cynicism and workplace bullying influences on prosocial voice and defensive silence. It investigates a relationship that, to the best of the authors’ knowledge, has not been studied yet. It also contributes to the discussion regarding the close relationship between prosocial voice and defensive silence.

This study aims to analyze the relationship between toxic leadership and exit, prosocial voice, neglect and defensive silence. Second, this study investigates the mediating role of loyalty in these relationships.

A cross-sectional survey design with a sample of 544 individuals was used in this study.

The results suggested that toxic leadership positively influences exit, defensive silence and neglect and negatively influences prosocial voice. In addition, loyalty was found to be a partial mediator of the studied relationships.

This study addresses different theoretical debates, namely, loyalty as an attitude or behavior and its role in individuals’ responses and the relationship between silence and voice.

Neste estudo, pretendeu-se analisar a relação entre a liderança tóxica e a saída, voz prosocial, negligência e silêncio defensivo. Foi também investigado o papel mediador da lealdade nestas relações.

Foi realizado um estudo transversal com uma amostra de 544 participantes.

Os resultados sugerem que a liderança tóxica influência positivamente a saída, o silêncio defensivo e a negligência. Sugerem também uma influência negativa da liderança tóxica na voz prosocial. Adicionalmente, verificou-se que a lealdade é uma mediadora parcial nestas relações.

Este estudo aborda diferentes debates teóricos, nomeadamente a lealdade como atitude ou comportamento, o seu papel nas respostas dos indivíduos e a relação entre silêncio e voz.

En este estudio, nos proponemos analizar la relación entre el liderazgo tóxico y la salida, la voz prosocial, la negligencia y el silencio defensivo. En segundo lugar, investigamos el papel mediador de la lealtad en estas relaciones.

En este estudio se utilizó un diseño de encuesta transversal con una muestra de 544 individuos.

Los resultados sugirieron que el liderazgo tóxico influye positivamente en la salida, el silencio defensivo y la negligencia e influye negativamente en la voz prosocial. Además, la lealtad resultó ser un mediador parcial de las relaciones estudiadas.

Este estudio aborda diferentes debates teóricos, a saber, la lealtad como actitud o comportamiento y su papel en las respuestas de los individuos y la relación entre silencio y voz.

Supporting and nurturing effective communication between healthcare professionals is vital to protect patients from harm. However, not all forms of employee voice are effective. Fear can lead to defensive voice, while the role of other emotions to drive voice behaviour is less well understood. This paper aims to understand what role the broader range of emotions, including compassion and shame, experienced by healthcare professionals following patient safety incidents (PSI) play in the subsequent enactment of prosocial voice, a positive and other-oriented form of communication.

This study is based on data from a single English NHS hospital: interviews with healthcare professionals involved in PSIs (N = 40), observations at quality and risk committees and meetings (N = 26 h) and review of investigative documents (N = 33). Three recent PSIs were selected for cross-case analysis based upon organisational theory related to professional hierarchy, employee voice and literature on emotions.

Among three cases, the authors found variance in context, emotional experience and voice behaviour. Where professionals feared blame and repercussion, voice was defensive. Meanwhile where they experienced shame and compassion, prosocial voice was enacted to protect patients.

Healthcare organisations seeking to foster prosocial voice should: (1) be more considerate of professionals' emotional experiences post-PSI and ensure adequate support for recovery (2) establish norms for professionals to share their struggles with others (3) reward professionals who demonstrate caring behaviour (4) buffer professionals from workplace pressures.

The authors’ study highlights how emotional experiences, such as shame and compassion, can mediate blame and defensiveness and lead to the enactment of prosocial voice in the professional hierarchy.

It is ironic that in stressful economic times, when new ideas and positive behaviors could be most valuable, employees may not speak up, leading to reduced employee participation, less organizational learning, less innovation and less receptiveness to change. The supervisor is the organization's first line of defense against a culture of silence and towards a culture of openness. The purpose of this paper is to ask what helps supervisors to hear prosocial voice and notice defensive silence.

The authors conducted a cross‐sectional field study of 142 supervisors.

The results indicate that prosocial voice is increased by supervisor tension and trust in employees, while defensive silence is increased by supervisor tension but reduced by unionization of employees and trust in employees. This indicates that, as hypothesized by others, voice and silence are orthogonal and not opposites of the same construct.

The data are measured at one point in time, and further longitudinal study would be helpful to further understand the phenomena.

This research highlights the potential for supervisors in stressful situations to selectively hear voice and silence from employees.

This research also has implications for supervisors who work in a unionized environment. Although seemingly counter‐intuitive, there is a value to employee unionization in terms of either reducing the level of actual defensive silence, or at least reducing supervisors’ perceptions of defensive silence.

The paper adds to our knowledge of prosocial voice and defensive silence by testing supervisors’ perceptions of these constructs during difficult times. It provides valuable empirical insights to a literature dominated by conceptual non‐empirical papers. Limited research on silence might reflect how difficult it is to study such an ambiguous and passive construct as silence (often simply viewed as a lack of speech). The paper contributes also to trust literature by identifying its role in increasing supervisor's perceptions of prosocial voice and reducing perceptions of defensive silence.

One of the strongest and most important outcomes of trait social courage is employee voice, but researchers have only studied this relationship with unidimensional conceptualizations of voice. The purpose of this paper is to apply Van Dyne et al.’s (2003) three-dimensional conceptualization of voice, which also distinguishes three dimensions of silence, to provide a nuanced understanding of the relationship of social courage with voice and silence. The authors also test for the moderating effect of three contextual influences: top management attitudes toward voice and silence, supervisor attitudes toward voice and silence, as well as communication opportunities.

The authors conducted a four-timepoint survey with each measurement occasion separated by one week. A total of 134 participants completed all four timepoints.

The results support that social courage positively relates to prosocial voice and silence, whereas it negatively relates to defensive voice and silence as well as acquiescent voice and silence. In other words, social courage positively relates to beneficial voice and silence as well as negatively relates to detrimental voice and silence. The results also failed to support any moderating effects, suggesting that the relationships of social courage are very resilient to outside forces.

These findings both test prior results and discover new relationships of social courage, which can further stress the importance of courage. The authors also draw direct connections between the influence of social courage on the surrounding workplace environment – as well as the influences of the environment on social courage. While the current paper provides insights into social courage, it also directs future researchers toward new insights of their own.

Courage is an emergent research topic within organizations. While many authors have assumed that courage is important to work, the current paper is among the few to empirically support this notion.

Workplace voice is well-established and encompasses behaviors such as prosocial voice, informal complaints, grievance filing, and whistleblowing, and it focuses on interactions between the employee and supervisor or the employee and the organizational collective. In contrast, our chapter focuses on employee prosocial advocacy voice (PAV), which the authors define as prosocial voice behaviors aimed at preventing harm or promoting constructive changes by advocating on behalf of others. In the context of a healthcare organization, low quality and unsafe patient care are salient and objectionable states in which voice can motivate actions on behalf of the patient to improve information exchanges, governance, and outreach activities for safer outcomes. The authors draw from the theory and research on responsibility to intersect with theories on information processing, accountability, and stakeholders that operate through voice between the employee-patient, employee-coworker, and employee-profession, respectively, to propose a model of PAV in patient-centered healthcare. The authors complete the model by suggesting intervening influences and barriers to PAV that may affect patient-centered outcomes.

The paper is built upon the conceptual framework of ability, motivation and opportunity (AMO) to identify the effect of the high performance work system (HPWS) on the voice behaviour of the organisation.

The human resource department of the steel plants was approached to facilitate the data collection. A standardised questionnaire was used to collect responses from 169 full-time employees working at different levels and departments in the steel plant in India. Partial least squares structural equation modeling (PLS-SEM) was used to validate and examine the model identifying the relationship of AMO enhancing practices with the voice behaviour in the organisation.

AMO was found to affect voice behaviour in the organisation. The positive and significant effect of ability enhancement practices was examined on the acquiescent voice and the opportunity enhancing practices on the acquiescent and defensive voice in the organisation.

Even though the organisation has tried to improve the employee's ability through proper training and development efforts, the organisation still fails to develop confidence in the employee for giving the suggestion or opinions without hesitation. The research papers try to provide valuable suggestions to the human resource management (HRM) and other managers for improving the voice behaviour of the employees based on the current study that identifies the effect of AMO practices on the voice behaviour of the employees.

Factors affecting voice behaviour are not yet extensively studied in the Indian context. The researcher examined the effect of HPWS, considering the AMO framework on the organisation's acquiescent voice, defensive voice, and prosocial voice behaviour.

Drawing from conservation of resources (COR) theory, this study aims to explain why certain voice types prevail while other voice types are inhibited in the presence of abusive supervision.

This paper surveys extant literature on abusive supervision, employee voice and COR theory and provides propositions linking abusive supervision and types of voice behaviours.

The paper develops a conceptual model linking abusive supervision and three types of subordinate voice behaviours – prosocial, defensive and acquiescent voices. It identifies psychological distress as a mediator and locus of control as a moderator to this relationship.

This paper deepens our present understanding of abusive supervision and voice relationship by explaining why only certain voice types prevail with abusive supervision while others do not. While extant literature concluded abusive supervision only as an inhibitor of voice behaviours, the present study identifies how abusive supervision could both inhibit and motivate different voice behaviours. Further, it links abusive supervision to multiple voice types, diverting from extant literature linking abusive supervision to only constructive voice. Lastly, this study contributes to resource acquisition strategies within COR theory.

The purpose of this study is to investigate the impact of family motivation (FM) on promotive voice behavior (VBPm) and knowledge hiding (KH). The study uses moral disengagement (MD) role as a mediator to see how FM shapes moral engagement leading to participate in promotive voice and knowledge sharing.

The hypothesized model was tested using partial least squares structural equation modeling. The authors used convenience sampling and collected data in two phases. The authors have a final sample of 257 faculty members for analysis, with an overall response rate of 42.8%.

Study findings reveal a negative relationship between FM with MD and a positive relationship with VBPm. The relationship between FM and (KHKH results did not show the expected effects. At the same time, mediation of MD between FM and voice behavior and FM and (KHKH show the expected results.

The study finds that family factors have practical consequences for companies in recognizing the value of familial elements in cultivating employee voice and engagement behaviors. Since family is a powerful motivation to work, it provides valuable insights for HRM strategies and organizational studies to encourage employee voice and moral engagement in the workplace. The study is one of the few studies investigating the impact of FM on promotive voice and KH and enhancing the knowledge of mediating role of MD.

This study aims to examine the moderated-mediation effects of employees’ Islamic work ethic (IWE) on their promotive and prohibitive forms of constructive voice behaviors through the integrated frameworks of social identity theory and self-consistency theory.

Using two-source data collection from employees and supervisors, data were collected from 217 participants working in various companies in the Kingdom of Saudi Arabia. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in the PROCESS macro for SPSS.

The results of this study supported the integration of social identity theory with self-consistency theory in explaining the indirect effects of employees’ IWE on their promotive and prohibitive forms of constructive voice behaviors through the mediation of moral identity. Furthermore, this study also indicated that the indirect effect was conditional on the employees’ perceptions of perceived voice opportunity, which significantly moderated the relationship between their moral identity and their prohibitive voice. However, no such effect was recorded for promotive voice.

This study is the first that explains how and when employees’ IWE leads them to exhibit promotive and prohibitive voice behaviors through the mediation of moral identity and the moderation of perceived voice opportunity. Thus, this study contributes to the IWE, moral identity and employee voice literature by addressing questions with useful theoretical and managerial implications for employees’ promotive and prohibitive forms of constructive voice behaviors in the workplace.