Articulated dissent and immediacy: a cross-national analysis of the effects of COVID-19 lockdowns

Abstract

Purpose In the midst of the COVID-19 pandemic, this study aims to explore how working remotely might impact the superior–subordinate relationship. Specifically, this study examines how immediacy explains articulated dissent, considers how an individual’s attitudes toward online communication predicts immediacy and articulated dissent and compares these relationships in England, Australia and the USA. Design/methodology/approach Three nations were examined: Australia, England and the USA (n = 1,776). Surveys included demographic questions and the following measures: organizational dissent scale, perceived immediacy measure, computer-mediated immediate behaviors measure and measure of online communication attitude. Findings The results reveal supervisors’ computer-mediated immediate behaviors and perceived immediacy both positively predict dissent. Some aspects of online communication attitudes positively predict computer-mediated immediate behaviors and perceived immediacy. In addition, attitudes toward online communication positively predict dissent. National culture influences some of these relationships; in each case the effects were substantively larger for the USA when compared to the other nations. Originality/value This study is the first to cross-culturally analyze dissent and immediacy. In addition, this study considers the extent to which the COVID-19 pandemic influences the superior–subordinate relationship.

The overlap between workplace bullying and organizational dissent in New Zealand

“…As dissent can be viewed as an act of conflict (Croucher et al, 2020(Croucher et al, , 2022, it is possible individuals on the receiving side of a dissent message may perceive such messages as bullying. In particular, in organizational cultures that might not promote open communication, or in organizations in which bullying has been prevalent, disagreement/dissent might be perceived differently.…”

“…Organizational dissent is defined as the expression of disagreement or contradictory opinions concerning organizational policies and practices (Kassing, 1998). While researchers have demonstrated the benefits of dissenting, research has also shown the act of dissent can be perceived by its audience as a form of conflict (Croucher et al, 2020(Croucher et al, , 2022Zeng, 2018). Researchers have found individuals who dissent are likely to experience bullying for their dissent, often as a form of retaliation (Osborne, 2009;Petrina et al, 2015).…”

The Link Between Supervisor-Subordinate Computer-Mediated Immediate Behaviors and Organizational Identification in U.S., English, and Australian Organizations

“…Organizations in each nation responded differently, ranging from policy and practice changes, to no specific protections or arrangements, to furloughs and mass redundancies. Such varied responses influence the supervisor-subordinate relationship and overall organizational communication (Croucher et al, 2021a). Thus, we propose the following research questions to explore the extent to which organizational identification and supervisors’ use of immediacy differs nationally:…”

“…Relatedly, this study did not ascertain the potential effect(s) of the presence of COVID-19 on participants. It is possible the presence of a contagion may lead participants to answer questions differently on surveys (Croucher et al, 2021a(Croucher et al, , 2021b(Croucher et al, , 2021d. Research should continue to explore this potential effect.…”

“…An increased global shift to remote working has drastically affected how people work and perceive their organizations. Such changes have implications for the global economy, work, for communication, and for organizational communication (Croucher et al, 2020(Croucher et al, , 2021a.…”