Research on employee voice suggest that providing employees with the sense that it is safe to speak up to their managers about their concerns, ideas, and suggestions can have very positive effects on employee behavior inside organizations. Here, we argue that providing employees with voice opportunities is also likely to be essential in building "positive" organizations that contribute to the building of human potential in our communities and societies.Specifically, we argue that employees who perceive that they are able to voice their ideas and concerns to their managers will not only be more engaged employees but will also be likely to be more engaged and involved members of their communities. We elaborate the micro-level processes by which what happens to employees in their efforts to "speak up" in their work organizations can "spill over" and affect their interactions and behavior in the world outside of work. We also consider how employee voice opportunities in for-profit organizations may be influenced by the law and prevailing attitudes about corporate governance.

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This study presents a theory of causally complex configurations of antecedent conditions influencing the adoption versus non-adoption of international supplier ethical certification-standards. Using objective measures of antecedents and outcomes, a large-scale study of exporting firms in the cut-flower industry in two South American countries (Colombia and Ecuador) supports the theory. The theory includes the following and additional propositions. No single (simple)-antecedent condition is sufficient for accurately predicting a high membership score in outcome conditions; the outcome conditions include a firm's adoption or rejection of a product certification. No single (simple)-antecedent condition is necessary for accurately predicting high scores in the outcome condition. A few complex antecedent conditions (configurations) are sufficient but the occurrence of each is not necessary for accurately predicting high scores (e.g., adoption) in an outcome condition. Causal asymmetry of antecedent conditions indicating adoption versus non-adoption of specific ethical standards occursthat is, causal conditions leading to rejection are not the mirror opposites of causal conditions leading to adoption.

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