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Article
Publication date: 19 January 2022

Mingshu Lyu, Baiqing Sun and Zhenduo Zhang

With the spread of information communication technologies (ICTs) at work, online voice has become an emerging form of employee voice. Online voice is a double-edged…

Abstract

Purpose

With the spread of information communication technologies (ICTs) at work, online voice has become an emerging form of employee voice. Online voice is a double-edged behavior for organizations and employees. The purpose of this paper is to examine a model in which online voice is positively correlated with workplace cyberbullying and to examine the moderating role of chronic job strain and moral efficacy on that correlation.

Design/methodology/approach

A total of 760 cases from 152 full-time Chinese workers in public sector employment were collected through the experience sampling method.

Findings

The results showed that online voice is positively correlated with workplace cyberbullying on a daily basis. Chronic job strain amplifies this relationship, while moral efficacy buffers it. Furthermore, the amplifying effect of chronic job strain is mediated by a lack of moral efficacy.

Originality/value

This research has implications for understanding the boundary conditions of the relationship between online voice and workplace cyberbullying.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

Open Access
Article
Publication date: 17 January 2022

Elahe Hosseini, Saeid Saeida Ardekani, Mehdi Sabokro and Aidin Salamzadeh

A review of previous studies on the voices of employees and knowledge workers clarifies that paying attention to employees' voice is critical in human resource management…

Abstract

Purpose

A review of previous studies on the voices of employees and knowledge workers clarifies that paying attention to employees' voice is critical in human resource management. However, limited studies have been conducted on it, and much less emphasis has been placed compared to other human resource management activities such as human resource planning. Therefore, the voice of knowledge employees has been one of the critical issues that have attracted a great deal of attention recently. Nonetheless, there is no evidence of various comprehensive and integrated voice mechanisms. As a result, this study aims to design knowledge workers' voice patterns in knowledge-based companies specialising in information and communication technology (ICT) in Iran in May and June 2020.

Design/methodology/approach

This study is a qualitative grounded theory research. We collected the data from a target sample of 15 experts in knowledge-based ICT companies using in-depth semi-structured interviews. Since all the participants had practised the employee voice process, they were regarded as useful data sources. Data analysis was also performed using three-step coding (open, axial and selective) by Atlas T8, which eventually led to identifying 14 components and 38 selected codes. We placed identified components in a paradigm model, including Personality Characteristics, Job Factors, Economic Factors, Cultural Factors, Organisational Policies, Organisational Structure, Climate Of Voice in the Organisation, Management Factors, Emotional Events, Communications and Networking, Contrast and Conflict and, etc. Then, the voice pattern of the knowledge staff was drawn.

Findings

The results showed that constructive knowledge voice influences the recognition of environmental opportunities and, additionally, it helps the competitive advantages among the employees. By forming the concept of knowledge staff voice, it can be concluded that paying attention to knowledge staff voice leads to presenting creative solutions to do affairs in critical situations. The presentation of these solutions by knowledge workers results in the acceptance of environmental changes, recognition and exploitation of new chances and ideas, and sharing experiences in Iranian knowledge-based companies.

Practical implications

Strengthening and expanding the voice of employees in knowledge-oriented companies can pave the way to growth and development towards a higher future that prevents the waste of tangible and intangible assets.

Originality/value

Companies' ability to engage in knowledge workers is a vital factor in human resource management and strategic management. However, the employee voice has not been involved integrally in the context of corporate.

Details

Revista de Gestão, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1809-2276

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Article
Publication date: 10 December 2021

Dag Yngve Dahle

In the deregulated public sector upper secondary school field in Oslo, Norway, teachers’ voice is found to be restricted. The purpose of the present paper is to examine…

Abstract

Purpose

In the deregulated public sector upper secondary school field in Oslo, Norway, teachers’ voice is found to be restricted. The purpose of the present paper is to examine human resource management (HRM) approach, satisfaction with the performance appraisal (PA) system and concern for reputation as possible antecedents to voice restrictions.

Design/methodology/approach

The present study is based on a survey (N = 1,055) carried out among upper secondary school teachers in one urban, one suburban and one rural area of Norway. Data were analyzed with path analysis, including analyses of mediation, moderation and moderated mediation.

Findings

Analyses reveal that there is a positive relationship between voice restrictions and control-oriented HRM, PA dissatisfaction and reputation concern, respectively. Low-quality leader–member exchange (LMX) mediates the relationships between voice restrictions and control-oriented HRM, and voice restrictions and PA dissatisfaction, but not between voice restrictions and reputation concerns. No moderation or moderated mediation effects were found.

Originality/value

While there is a broad literature on deregulation and marketization of public sector schools, research on its consequences is limited, and scholarship on the consequences for teachers’ voice is in its infancy. To the best of the author’s knowledge, this study is among the first to explore these issues, and, in addition, makes a rare contribution by unveiling that both PA satisfaction and reputation concern is related to voice restrictions.

Details

International Journal of Public Sector Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0951-3558

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Article
Publication date: 11 October 2019

Swati Singh and Sita Vanka

The purpose of this paper is to highlight the importance of the employee voice in the present era. This paper discusses the drawbacks of not attending to employee voice

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Abstract

Purpose

The purpose of this paper is to highlight the importance of the employee voice in the present era. This paper discusses the drawbacks of not attending to employee voice, benefits of listening to it and strategies, as well as the methods of capturing the voice of employees.

Design/methodology/approach

The paper uses illustration to explain how Cisco used employee voice to revamp its HR.

Findings

The research on this area indicates that although listening to employee voice is beneficial, most organizations ignore it. The findings suggest that the voice of employee cannot be ignored in the technology-led era, as employees have many platforms to raise their concerns. Additionally, ignoring their voice can be perilous. Attending to employee voice brings many advantages, and thus it should be prioritized, promoted and practiced. The paper carries implications for HR managers, business leaders and researchers in this field.

Originality/value

This paper uniquely discusses the significance of employee voice in the present era. It also presents the strategies and methods to capture employee voice. Furthermore, it demonstrates the benefits of attending to employee voice with the help of an illustration.

Details

Strategic HR Review, vol. 18 no. 6
Type: Research Article
ISSN: 1475-4398

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Article
Publication date: 19 November 2021

Mohammad Abdul Latif, Jan Vang and Rebeca Sultana

Voice role identification and the psychosocial voice barriers represented by implicit voice theories (IVTs) affect lean team members' prosocial voice behavior and thereby…

Abstract

Purpose

Voice role identification and the psychosocial voice barriers represented by implicit voice theories (IVTs) affect lean team members' prosocial voice behavior and thereby lean team performance. This paper investigates how role definition and IVTs influence individual lean team-members' prosocial voice behavior during lean implementation.

Design/methodology/approach

This research was conducted in four case readymade garment (RMG) factories in Bangladesh following a mixed-method research approach dominated by a qualitative research methodology. Under the mixed-method design, this research followed multiple research strategies, including intervention-based action research and case studies.

Findings

The findings suggest that voice role perception affects the voice behavior of the individual lean team members. The findings also demonstrate that voice role definition significantly influences individually held implicit voice beliefs in lean teams.

Research limitations/implications

This research was conducted in four sewing lines in four RMG factories in Bangladesh. There is a need for a cross-sector and cross-country large-scale study that follows the quantitative research methods in different contexts.

Practical implications

This research contributes to the operations management literature, especially in lean manufacturing, by presenting the difficulties of mobilizing employee voice in lean problem-solving teams. This work provides new knowledge to managers to address challenges and opportunities to ensure decent work and to improve productivity.

Originality/value

This research raises a key issue of employee voice and its influence on lean performance which addresses two critical areas of employee voice behavior in lean teams: team-members' voice role perception and implicit voice beliefs that influence their voice behavior in the workplace, thereby influencing team performance.

Details

International Journal of Productivity and Performance Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0401

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Article
Publication date: 29 November 2021

Chelsie J. Smith, Yu Han, Kathryne E. Dupré and Greg J. Sears

Among a sample of 281 active-duty Canadian police officers, the current study investigated whether perceived organizational support (POS) would predict officers'…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Practical implications

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.

Originality/value

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.

Details

Policing: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1363-951X

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Article
Publication date: 6 October 2021

Shuwen Li, Ruiqian Jia and Rui Sun

The purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while…

Abstract

Purpose

The purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, the authors’ knowledge about how and when family factors affect employee voice remains underdeveloped.

Design/methodology/approach

According to the resource conservation theory and gender role theory, the authors constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice and tested their research model using a paired data of 332 married employees and their direct supervisors of enterprises in China.

Findings

The findings suggest that family supportive supervisor behavior has a positive effect on employee promotive voice. Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work–family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. Furthermore, family supportive supervisor behavior is more likely to improve female employee work–family enrichment and assuage male employee work–family conflict and thus enhance employee promotive voice.

Originality/value

This study sheds light on the different influential paths of family supportive supervisor behavior on promotive voice of employees of different genders and provides references for enterprises to motivate employees’ promotive voice.

Details

International Journal of Conflict Management, vol. 33 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

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Article
Publication date: 11 October 2021

Dirk De Clercq and Renato Pereira

This study seeks to unravel the relationship between employees' passion for work and their engagement in problem-focused voice behavior by identifying a mediating role of…

Abstract

Purpose

This study seeks to unravel the relationship between employees' passion for work and their engagement in problem-focused voice behavior by identifying a mediating role of their efforts to promote work-related goal congruence and a moderating role of their perceptions of pandemic threats to the organization.

Design/methodology/approach

The research hypotheses were tested with quantitative data collected through a survey instrument administered among 158 employees in a large Portuguese-based organization that operates in the food sector, in the midst of the coronavirus disease 2019 (COVID-19) pandemic. The Process macro was applied to assess the moderated mediation dynamic that underpins the proposed theoretical framework.

Findings

Employees' positive work-related energy enhances their propensity to speak up about organizational failures because they seek to find common ground with their colleagues with respect to the organization's goals and future. The mediating role of such congruence-promoting efforts is particularly prominent to the extent that employees dwell on the threats that a pandemic holds for their organization.

Practical implications

The study pinpoints how HR managers can leverage a negative situation—employees who cannot keep the harmful organizational impact of a life-threatening virus out of their minds—into productive outcomes, by channeling positive work energy, derived from their passion for work, toward activities that bring organizational problems into the open.

Originality/value

This study adds to HR management research by unveiling how employees' attempts to gather their coworkers around a shared work-related mindset can explain how their passion might spur reports of problem areas, as well as explicating how perceived pandemic-related threats activate this process.

Details

Journal of Organizational Effectiveness: People and Performance, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2051-6614

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Article
Publication date: 10 September 2021

Kaan Varnali and Caner Cesmeci

As customers increasingly adopt social media as the primary channel to reach out to companies, voicing is becoming a public act. Adopting a social psychological…

Abstract

Purpose

As customers increasingly adopt social media as the primary channel to reach out to companies, voicing is becoming a public act. Adopting a social psychological perspective, this study aims to focus on the social dynamics that drive consumer voice on social media.

Design/methodology/approach

The research uses three studies. First, a list of metaperceptions about voicing behavior is compiled using the critical incident technique, and then the hypothesized effects are tested with two scenario-based experiments.

Findings

Metaperceptions mediate the relationship between social anxiety and the intention to voice on social media. Self-construal moderates the effect of metaperceptions, such that in the presence of a negative metaperception, the reluctance to post a direct complaint is attenuated under independent self-construal. Independent self-construal attenuates the positive effect of positive metaperception. An experimental comparison between social media and consumer review sites reveals that metaperceptions are only prevalent in social media and when the complainer construes him or herself as interdependent.

Originality/value

Since lodging a direct complaint to a service provider has been mainly conceived as a private behavior, the role of social dynamics in the context of voicing remains under-researched. Aiming to fill this gap, the present research empirically examines how the presence of a perceived audience affects voicing behavior.

Details

Journal of Services Marketing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0887-6045

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Article
Publication date: 9 September 2021

Jola-Ade Ashiru, Galip Erzat Erdil and Dokun Oluwajana

The purpose of this paper is to examine the influence of high performance work systems (HPWSs) on employee voice, employee innovation and organization performance in a…

Abstract

Purpose

The purpose of this paper is to examine the influence of high performance work systems (HPWSs) on employee voice, employee innovation and organization performance in a service organization. The study examines the mediating roles of employee voice on HPWSs and organizational performance.

Design/methodology/approach

An online survey was distributed to 600 professional staff and a total number of 360 respondents returned the survey. The hypotheses are tested through the use of the variance-based structural equation modeling (SEM) technique.

Findings

These findings indicate that the HPWS has a significant impact on employee innovation and organization performance. The empirical evidence does not support the relationship between HPWS and employee voice and also employee voice does not mediate the relationship between HPWS and organization performance in a human resource (HR) service organization.

Research limitations/implications

Employee voice does not empirically mediate the relationship between HPWS and organization performance; other factors can be further explored. Future research should employ other theories of strategic human resource management (SHRM) to further explore more factors that influence the HPWS on employee innovation, employee voice and organization performance.

Practical implications

The organization should respond to employee voice through aforementioned rather than the use of traditional, strategic and operational methods or tools believed to be the best approach to employee issues.

Originality/value

This study builds a solid empirical investigation that contributes to the HPWS existing body of knowledge. It is also significant as it is one of the few studies that examine the link between HPWS and job outcomes, like employee voice, employee innovation and organizational performance, in an HR service organization and also employee voice as a mediator on HPWS and organizational performance.

Details

Journal of Organizational Change Management, vol. 35 no. 1
Type: Research Article
ISSN: 0953-4814

Keywords

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