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This paper sought to understand the communication activities of employees who were required to work from home because of the COVID-19 pandemic. The authors examined the relationship between these individuals' efficient and interrupting communication with their peers in other locations and with individuals who were colocated with them at home. The authors also investigated these workers' job engagement and willingness to speak out about organizational issues.

This paper drew upon a survey of 579 employees via an online panel.

Efficient communication positively predicted employees' job engagement, whereas interruptions negatively predicted job engagement. Additional analyses showed that efficient communication was positively associated with job engagement, which in predicted a higher level of employee voice. Managers showed significantly higher levels of job engagement and voice than nonmanagers.

Recommendations are made for communication managers to cultivate job engagement and to manage interruptions with home-based employees.

Scholars with an interest in job demands and resources have not fully examined how interpersonal communication shapes job engagement and voice scholars have often overlooked teleworkers' communication needs. This study adds depth to the communication management literature in both areas.

This paper contributes to the broad aim of this special issue, reflecting on the relevance of the writing of Alan Fox to the contemporary industrial relations field. It offers an original reflection from a feminist perspective on Fox’s classic insights around frames of reference.

We concentrate on Beyond Contract, Work, Power and Trust Relations (1974a) and Man Mismanagement (1974b, 1985) as the texts setting out Fox’s influential frames of reference theory, before moving on to subsequent literature in the field making use of Fox’s frames. In undertaking this review from a feminist perspective, we specifically look at the extent to which work considers standpoint, gender relations and political engagement. We draw further on wider feminist scholarship within industrial relations, critical race theory and intersectionality perspectives.

Despite the concept of inequality forming the core of Fox’s analyses, there is a lack of attention to gender or to other diversity strands in his work and, notwithstanding the weight of feminist scholarship within the industrial relations field since, this neglect has been carried forward into subsequent use of Fox’s work. We argue there is space for the frames to be interpreted and used in ways that leave space for attention to feminist concerns and call on academics to approach their use of Fox from a more critically-informed perspective.

The paper’s argument has implications for the field of industrial relations in terms of conceptual understanding and methodological approaches. With space, it would have been useful to apply our revised understanding of Fox’s key concepts to empirical cases.

Greater clarity in what constitutes “unitary” and “pluralist” perspectives and categories will help employment relations actors.

We present a novel feminist re-framing of Fox’s work, providing new understandings of the strengths, weaknesses and applicability of the frames of reference within contemporary industrial relations research and practice. We advocate for methodological and scholarly approaches which advance theoretical and empirical justice in the field, moving beyond gender to draw on critical race theory and intersectionality frameworks.

Research on the underlying mechanisms that transfer the effects of performance appraisal (PA) on employees’ behaviors and intentions remains scarce. The social exchange view of performance appraisal can be a source of deeper understanding about these underlying mechanisms. This study aims to investigate how psychological empowerment (PE) and organizational commitment (OC) explain the link between performance appraisal and three important distal outcomes: voice behavior (VB), organizational citizenship behavior (OCB), and turnover intentions (TOI).

The current study utilizes two wave – two source data from a sample of 250 employees and their supervisors from private organizations in Pakistan and tested the mediation model using SMART-PLS.

Results demonstrated that organizational commitment mediated the effects of performance appraisal on VB, OCB, and TOI, whereas psychological empowerment mediated the effects of performance appraisal on VB and OCB. These results have significant implications for theory and practice.

This study adopts the social exchange perspective to examine the mediation mechanisms linking PA with the three distal outcomes: VB, OCB and TOI. The paper identifies two novel mediators of PA – outcome relationship, i.e., psychological empowerment and organizational commitment.

The development of urban underground complexes (UUCs) has great positive significance for improving urban safety. Therefore, it is necessary to identify the key factors of the people's behavior of evacuation route selection (BERS) for fire emergencies and UUCs’ development. This study aims to find out the factors affecting people's BERS in the evacuation process of UUCs.

This study aims to find out the factors affecting people's BERS in the evacuation process of UUCs. To achieve this goal, the authors conducted a field experiment in F City. Furthermore, the people's BERS are obtained by using a structural equation model and compared with the field test results.

The authors found that the key factors for people's BERS are lighting conditions, route distance, flow direction guidance and indication. The results of this study contribute to the safety field by providing key factors for fire emergencies. It can also be used to improve fire safety management, evacuation strategies and assist in the development of intelligent evacuation systems.

The results of this study contribute to the safety field by providing key factors for fire emergencies. It can also be used to improve fire safety management, evacuation strategies and assist in the development of intelligent evacuation systems.

There is little to no empirical research on the phenomenon of ways in which the racism of whiteness transpires within the faculties and classrooms of US-based ALA-accredited library and information science (LIS) education programs. We do have scholars publishing meaningful work exploring diversity-equity-inclusion topics and initiatives to evolve the LIS discourse on these issues (Honma, 2005; Chancellor, 2019; De LaRosa et al., 2021; Gibson, 2019; Mehra et al., 2023; Colón-Aguirre et al., 2022; Hands, 2022). This research substantiates the conceptual research that exists by empirically exposing the ways in which the racism of whiteness functions at the interpersonal level of work culture in LIS programs (i.e. the academy) in the US.

Adapting Baima and Sude’s (2020) modified Delphi Method, a focus group of 13 BIPOC (Black, Indigenous, and People of Color) library and information science faculty members in the United States were recruited to participate in a one-time 60-min virtual Zoom session. Participants were engaged in three iterative rounds of reflective inquiry to reach a consensus of experience. The study design was embedded with critical race theory-based (CRT) ethnographic methods such as testimony (counterstorytelling), collective affirmation (shared narratives), and silence.

BIPOC LIS faculty (tenure-track and tenured) have similar ideas about whiteness and how it is operationalized as micro- and macro-aggressions in the LIS academic workplace, most significantly inside the classroom. The experience of whiteness was prevalent among all study participants in two areas: workplace meetings with faculty colleagues and classroom sessions (face-to-face and online) with students.

The findings offer empirical evidence to support the prolific conceptual literature in LIS discourse concerning ways in which critical race theory (CRT) interrogates LIS’s socio-professional injustices and inequities (e.g. Gibson et al., 2018; Stauffer, 2020; Leung and Lopez-McKnight, 2021; Jennings and Kinzer, 2022; Snow and Dunbar, 2022). There remains a dearth of empirical research that reports how whiteness is reproduced in the practices, knowledge, and resources that make up the ethos of the LIS faculty meeting and classroom. Documenting the testimonies of BIPOC LIS faculty solidifies the existence of whiteness as a toxic reality in the LIS academy.

Auditory hallucinations (“hearing voices”) are a relatively common experience, which is often highly distressing and debilitating. As mental health services are under increasing pressures, services have witnessed a transformative shift with the integration of technology into psychological care. This study aims to narratively synthesise evidence of technology-enhanced psychological assessment and treatment of distressing voices (PROSPERO 393831).

This review was carried out according to the preferred reporting items for systematic reviews and meta-analyses. Embase, MEDLINE, PsycINFO and Web of Science were searched until 30th May 2023. The Effective Public Health Practice Project (EPHPP) tool assessed methodological quality of studies.

Searching identified 9,254 titles. Fourteen studies (two assessment studies, twelve treatment studies, published 2010–2022, n = 1,578) were included in the review. Most studies were conducted in the UK, the USA or Canada. Technologies included avatar therapy, mobile apps, virtual reality, a computerised Web-based programme and a mobile-assisted treatment. Overall, technology-enhanced psychological assessments and treatments appear feasible, acceptable and effective, with avatar therapy the most used intervention. EPHPP ratings were “strong” (n = 8), “moderate” (n = 5) and “weak” (n = 1).

To the best of the authors’ knowledge, this is the first systematic review to investigate these technologies, specifically for distressing voices. Despite the relatively small number of studies, findings offer promising evidence for the clinical benefits of these technologies for enhancing mental health care for individuals with distressing voices. More high-quality research on a wider range of technologies is warranted.

Criticality cognitions regarding the same workplace event often differ between leaders and employees. Nevertheless, its consequences on employee work outcomes remain unknown. In this study, we draw on cognitive dissonance theory to examine how and why leader–employee differences in cognitions of workplace event criticality impact employee job-related outcomes.

Wu used multilevel polynomial regression analyses from a time-lagged, multi-source field study with 145 leader–employee dyads to test our proposed model.

Leader–employee differences in cognitions of workplace event criticality can bring both benefits and perils to employees. Specifically, such differences can cause employee rumination, which in turn leads to an increase in both employee voice and fatigue.

This study contributes to the event and cognitive discrepancy literature in four ways. First, prior event studies largely adopted a singular employee perspective for investigation (e.g. Chen et al., 2021; Lin et al., 2021). By examining the impacts of event criticality from the dual perspective of leaders and employees, we attain a more comprehensive understanding of the implications of workplace events in organizational life. Second, extant studies have predominantly focused on the dark side of cognitive discrepancy (e.g. Bashshur et al., 2011; Erdogan et al., 2004; Grandey et al., 2013). Our study reveals that leader–employee differences in criticality cognitions can have both a bright and a dark side on employee outcomes, offering a more balanced and dialectical view of the consequences of cognitive discrepancy. Third, drawing on cognitive dissonance theory, we introduce employee rumination as an underlying mechanism to explain the impacts of leader–employee differences in criticality cognitions on employee voice and fatigue. Finally, while prior cognitive dissonance research has primarily employed an intrapersonal perspective (e.g. Sivanathan et al., 2008; Pugh et al., 2011; Grandey et al., 2013), our study adopts an interpersonal lens and underscores that interpersonal differences in cognitions can also serve as an example of cognitive discrepancy to instigate internal dissonance processes. By doing so, we enrich our understanding of cognitive dissonance theory.

In today's dynamic and competitive business environment, organizations strive to foster innovation as a key driver of success. To achieve this, leaders play a critical role in promoting innovative work behavior among employees. This study is based on finding the effect of ambidextrous leadership on innovative work behavior with employee voice behavior as a mediator and employee moral identity as a moderator.

This study is conducted on Pakistan's hotel and restaurant industry. Drawing upon a sample of 410 valid responses from employees from various hotels, data is collected using self-report questionnaires.

The study revealed that ambidextrous leadership is positively related to innovative work behavior, and employee voice behavior mediated their relationship very well. However, ambidextrous leadership generates more positive and creative outcomes for the organization if it accompanies employee voice. Moreover, employees with a stronger moral identity are more likely to engage in voice behavior when they perceive ambidextrous leadership practices.

In Pakistan's hotel industry, developing leadership programs that focus on ambidextrous leadership, encouraging employee voice, and aligning with employees' moral values are key to fostering innovation. Organizations should cultivate a culture of openness, trust, and recognition, alongside implementing systems that reward innovative contributions. It's crucial to provide opportunities for skill development, decision-making participation, and a sense of ownership among employees. Moreover, providing necessary resources and supporting a culture that embraces experimentation and learning from failures are fundamental for sustained innovation.

By adopting ambidextrous leadership practices, leaders can stimulate employee voice behavior, which, in turn, contributes to the development of innovative work behavior. Furthermore, understanding the importance of employee moral identity can help leaders tailor their leadership approaches to create an ethical work environment that promotes employee engagement and innovation.

This study based on the conservation of resources (COR) theory examines the role of employees’ voice behavior in the form of a mediator, linking abusive supervision (AS) and turnover intention. It also investigates the moderating role of workplace friendship in the mediated AS–turnover intention relationship through voice behavior.

A two-wave data collection method was used to collect data from the 324 respondents employed in various companies with a geographical spread across northern India. The study used PROCESS macro to test the hypothesized model.

The findings of the study supported the meditated moderation hypothesis suggesting workplace friendship reduces the mediating effect of AS on employees’ intention to exit employment relationships.

The study yields important implications for organizations with respect to developing a disciplinary framework for AS. It focuses on the need for promoting and implementing psychological well-being-related interventions at the workplace for subordinates as well as supervisors, which in turn can help them apply healthy coping strategies in stressful situations and prevent them from indulging in counterproductive work behaviors.

The utilization of COR as a framework to explain the role of voice behavior and workplace friendships with respect to AS is thus far scant.

The purpose of this survivor-researcher-led study is to explore the agency of voice-hearers who are migrants and/or from black and minority ethnic backgrounds in actively negotiating the gaps between their understanding of hearing voices, and those of their family, their society or the medical establishment.

This study draws four case studies of voice-hearers, who are migrants and/or from black and minority ethnic backgrounds. Data were thematically analysed.

This study shows how bilingual voice-hearers related emotionally to voices in one or two languages.

This study is original in that it shows that bilingual voice-hearers may hear their voice/s in either their native language or second language, but that in both cases voices may embody strong positive or negative emotions.