Purpose Analysis of employee voice has focused on the reasons and managerial issues regarding the available environment to speak up. The purpose of this paper is to understand the effect of management attitude on employee voice with the mediating effect of individual’s perceived psychological safety (PPS). Besides, the role of job satisfaction (JS) and being individualist/collectivist as moderators over the effect of psychological safety on employee voice are analyzed. Design/methodology/approach The authors constructed a framework based on Maynes and Podsakoff’s (2014) view that identifies four different types of voice behavior (supportive, constructive, defensive and destructive). In total, 286 questionnaires were collected from employees working in telecommunication industry. Findings Based on analysis, positive management attitude facilitates supportive and constructive voice (CV) and reduces destructive voice (DESV). PPS mediates the relationship with management attitude and DESV. JS level facilitates supportive CV and reduces DESV. Collectivism level of employees moderates PPS and DESV. Path analysis results showed a similar model for mediation effect of safety, and showed a better model fit and explanation for trust mediation between LMX and supportive, constructive and DESV. Supported assumptions would be discussed-based social exchange theory and signaling theory. Research limitations/implications The sample is relatively small which limits the external validity of the findings. Practical implications Results revealed the managerial attitude over employee voice through perceived work environment (psychological safety) and trust. Originality/value This study is one of the first that integrates not only constructive but also DESV into the model.

Purpose – The purpose of this paper is to investigate employee readiness for their organizations’ global change and the predictive effect of their personality and perception of change. Design/methodology/approach – Participants were from work groups that are known to have various levels of contribution to the globalization process in a retail company. Following focus group study, surveys of multicultural personality (MP), organizational change (OC) perception, and individual readiness for global change were conducted. Findings – Results showed that the participants from the work groups with higher involvement in global work evaluated themselves more in terms of MP characteristics, with a more positive perception of OC process and climate, and more readiness for change. There was no effect of MP on OC perception or readiness for change. Perceived OC partially mediated the relationship between the perceived global content of the job and individual readiness for change. Research limitations/implications – The sample is relatively small which limits the external validity of the findings. Practical implications – Results revealed the importance of recruiting the right employees and corporate communication during the globalization process among all work groups. Originality/value – This study is one of the first that integrates OC in the process of globalization with employees’ MP. Further, it elaborates on how the perception of and readiness for OC differs across diverse work units throughout the globalization process.

Purpose-Values are "conceptions of the desirable that guide the way social actors to select actions, evaluate people and events and explain their actions" (Schwartz, 1999, 124). People re motivated by the values they hold, and who have values receive stronger work outcomes (Tevrüz et al., 2015). The purpose of the current study is to understand the effect of work values on different types of employee voice. Methodology-The questionnaires were distributed to randomly selected companies located in Istanbul. Some of them were personally given to respondents and some were sent by e-mail. In total, 300 questionnaires were distributed of which 244 were returned (%81,3 return rate). Findings-Employee voice is determined by work values using "work goals" scale of Tevrüz et al. (2010) and "employee voice" scale of Maynes and Podsakoff (2014), and help to determine the motivational source of promotive or prohibitive voice. Conclusion-Research exploring the employee voice and work values relationship is scant. The present study will contribute to the existing area by considering different point of view. Why people voice or not can be understood with the held work values.

Amaç: Çalışmamızın amacı, Türkiye’deki bireylerin kişisel ilişkilerinde bağlanma eğilimlerinin, çalışma ortamındaki ses davranışıyla ilişkisinde, yöneticiye güven faktörünün aracı etkisi göz önünde bulundurularak incelenmesidir. Tasarım/Yöntem: Araştırmanın örneklemi Türkiye’de aktif çalışan toplam 225 katılımcıdan oluşmaktadır. Çalışmada, çalışanların ses davranışları, yöneticiye güven seviyeleri ve ikili ilişkilerinde bağlanma eğilimlerini saptamak amacıyla güvenilirlik analizleri yapılmış olan standartlaştırılmış ölçekler kullanılmıştır. Online platform (Qualtrics) üzerinden gerçekleştirilen çalışmada, anketlerden edinilen sonuçlar korelasyon ve moderasyon analizleriyle değerlendirilmiştir. Sonuçlar: Katılımcılardaki güvenli bağlanma stilleri, yöneticiye güven ve yapıcı ses davranışıyla ilişkili bulunmuştur. Yöneticiye güvenin de olduğu durumda, ilişkilerinde güvenli bağlanma eğilimindeki bireyler işyerinde yapıcı (aktif) ses davranışı yerine kabullenici (pasif) ve daha az savunmacı davranışlar sergiledikleri bulunmuştur. Güvensiz (kaçıngan ya da kaygılı) bağlanma eğiliminin ise, yöneticiye güveninde azaldığı yerde, yine kabullenici ve tartışmadan (savunmadan) uzak davranışlar göstermektedir. Özgün Değer: Bu çalışma ile, yöneticiye güvenin yapıcı sesi Türkiye’deki katılımcılarda arttırıyor olduğu gözlenmiş; adayların yakın ilişkilerdeki bağlanma eğilimlerinin değerlendirilmesinin kurumların işe alım süreçlerinde kritik bir girdi sağlayabileceği öngörülmüştür. Çalışan sesi için yöneticiye güvenin merkezde olduğu görülen bu çalışmada; özellikle güvensiz bağlanma eğilimlerinin yapıcı (aktif) ses önünde engel teşkil etmektedir. Bu durumun, organizasyonların küresel dünyada daha yenilikçi ve rekabetçi olmalarını engelleyici olabileceği tartışılmıştır. Çalışmamız, ses davranışı ve bağlanma stilleri arasındaki ilişkiyi yöneticiye güveni de göz önünde bulundurarak inceleyen özgün bir çalışmadır.

No abstract