A Cross-Cultural Analysis of Organizational Dissent and Workplace Freedom in Five European Economies

Croucher, Stephen M.; Parrott, Kari J.; Zeng, Cheng; Gómez, Oscar A.

doi:10.1080/10510974.2013.811430

Cited by 14 publications

(18 citation statements)

References 35 publications

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“…Argumentativeness and dissent were not positively correlated, and tenure did not relate to dissent. Croucher et al (2014) also surveyed individuals in Finland, France, Germany, Spain, and the United Kingdom, to confirm the relationship between dissent and workplace freedom of speech (WPFS) and to explore differences in dissent and WPFS between the nations. Results revealed WPFS is not positively correlated with dissent because employment legislation and economic pressures on organizations influence dissent.…”

Section: Cultural Differences In Expressing Organizational Dissentmentioning

confidence: 99%

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Cross-cultural Issues on Organizational Dissent and Humor Orientation

Croucher¹,

Kelly²,

Chen³

2018

Bus. Commun. Res. Pract.

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Section: Cultural Differences In Expressing Organizational Dissentmentioning

confidence: 99%

“…Hofstede (1980) identified dimensions of cultural variance. Two dimensions pertinent to dissent are individualism/collectivism (IDV/CDV) and power distance (PDI) (Croucher, Parrott, Zeng, & Gomez, 2014). Research has shown IDV/CDV and PDI to be significant predictors of dissent.…”

mentioning

confidence: 99%

Cross-cultural Issues on Organizational Dissent and Humor Orientation

Croucher¹,

Kelly²,

Chen³

2018

Bus. Commun. Res. Pract.

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“…As workplace freedom of speech has a direct impact on an organization's tolerance for different opinions, a number of studies of the link between workplace freedom of speech and organizational dissent found that higher levels of perceived workplace freedom of speech lead to more articulated dissent and less latent dissent (Garner, 2007;Kassing 2000bKassing , 2006). However, one major limitation of such studies of organizational dissent and workplace freedom of speech is that most have taken place in the U.S. (Croucher et al, 2014;Kassing & Avtgs, 1999). Research has demonstrated results from studies conducted in U.S. settings cannot be generalized to non-U.S. samples.…”

Section: Workplace Freedom Of Speechmentioning

confidence: 99%

An exploration of organization dissent and workplace freedom of speech among young professional intra-urban migrants in Shanghai

Zeng

Croucher

2017

Journal of International and Intercultural Communication

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This study explores the factors influencing the dissent behavior and perceptions of workplace freedom of speech among young Chinese professionals who are intra-urban migrants. It attempts to grasp the role of the Chinese household registration system, referred to as Hukou, in migrants' professional and everyday life. Fourteen interviews were conducted with young, well-educated intra-urban migrants who possessed middle-income jobs, but did not possess a Shanghai registration (Hukou). This study reveals that traditional Confucian values are significant in shaping Chinese migrant workers' expressions of dissent and perceptions of workplace freedom of speech. Findings from this study demonstrate that further attention to professional migrants is warranted to understand their unique position in Chinese society. Internal migration is a global phenomenon particularly prominent in developing countries. This study is an attempt to shed light on internal migrant's social and organizational life in developing economies.

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“…Such a methodological comparison provides for a more comprehensive understanding of the theoretical nature of these relationships as it can reveal the generalizability of them in more than a U.S. setting (Gudykunst, 2002). This is particularly relevant to dissent research, which with few exceptions (Croucher et al, 2009(Croucher et al, , 2014 has been heavily U.S. based (Kassing, 2011). All three nations fall into the same category of liberal market economies where organizational behaviors are mainly shaped by demand and supply conditions in markets (Hall & Soskice, 2001).…”

Section: National Comparison Between the United States Australia Anmentioning

confidence: 99%

Learning to Contradict and Standing Up for the Company: An Exploration of the Relationship Between Organizational Dissent, Organizational Assimilation, and Organizational Reputation

Croucher

Zeng

Kassing

2016

International Journal of Business Communication

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This study explored relationships between organizational assimilation, organizational reputation, and organizational dissent. Survey data collection using standard instruments was conducted with a sample of employees drawn from three countries (the United States, the United Kingdom, and Australia). Analysis revealed that the expression of dissent to management and to coworkers was significantly and positively correlated with both organizational assimilation and organizational reputation. In particular, findings suggest that employees who reported being more socialized within their respective organizations also expressed more dissent to managers and to coworkers. Similarly, employees who reported perceiving their organizations as more ethical and reputable were more likely to express dissent to managers and coworkers. Additional analyses indicated that the relationships identified between variables were immune to the effects of organizational tenure and national culture. In particular, the results show that organizational assimilation is a key determinant of organizational dissent and that organizational reputation is a key reason that employees express it.

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A Cross-Cultural Analysis of Organizational Dissent and Workplace Freedom in Five European Economies

Cited by 14 publications

References 35 publications

Cross-cultural Issues on Organizational Dissent and Humor Orientation

Cross-cultural Issues on Organizational Dissent and Humor Orientation

An exploration of organization dissent and workplace freedom of speech among young professional intra-urban migrants in Shanghai

Learning to Contradict and Standing Up for the Company: An Exploration of the Relationship Between Organizational Dissent, Organizational Assimilation, and Organizational Reputation

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