Cross-cultural Issues on Organizational Dissent and Humor
                    Orientation

Croucher, Stephen M.; Kelly, Stephanie; Chen, Hui

doi:10.22682/bcrp.2018.1.2.102

Cited by 6 publications

(4 citation statements)

References 14 publications

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“…An organizational dissent is an important form of organizational and workplace communication because employees can give valuable feedback regarding organizational inefficiency, employee discontent, unethical practices, workplace conflict and other organizational aspects (Garner, 2016). Thus, dissent provides organizations opportunities for improvement and innovation (Croucher et al , 2018; Graham, 1986). For many organizational members, dissent is seen as benefitting organizations and members.…”

Section: Organizational Dissentmentioning

confidence: 99%

Examining the relationships between face concerns and dissent

Croucher

Kelly

Chen

et al. 2020

IJCMA

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Purpose The purpose of this study is to examine the relationships between face concerns, articulated (upward) dissent and organizational assimilation. In this study, articulated dissent was conceptualized as a type of dissent. Design/methodology/approach A questionnaire was distributed to 370 working adults in the USA via Qualtrics. The questionnaire measured five face concerns, namely, self, other and mutual-face, articulated dissent and organizational assimilation. Before hypothesis testing, each measure was subjected to a confirmatory factor analysis to ensure that the hypothesized factor structure held. Pearson correlation and ordinary least squares estimation were used to test the hypotheses. Findings Conceptualizing dissent as a type of conflict, the findings of the current study are as follows: self-face and assimilation are positively correlated, other-face and assimilation are positively correlated, mutual-face and assimilation are positively correlated, assimilation and articulated dissent are positively correlated and organizational assimilation mediated the relationship between mutual-face and articulated dissent. Research limitations/implications Theoretically, the self-presentation process (face) is more critical as a person becomes part of an organization; it is through assimilating into an organization that members become familiar with the norms of an organization and more comfortable dissenting to their superiors (articulated dissent); and the more the authors integrate with the work colleagues the more the authors engage in mutual face-saving. Practical implications The results of this study demonstrate that self-presentation is critical as a person becomes part of an organization, particularly when it comes to managing conflict. Originality/value This is the first study to link facework with organizational dissent. The results add to the understanding of how face affects whether we choose to express this kind of conflict behavior.

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Section: Organizational Dissentmentioning

confidence: 99%

Examining the relationships between face concerns and dissent

Croucher

Kelly

Chen

et al. 2020

IJCMA

Self Cite

View full text Add to dashboard Cite

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“…Organizational dissent is a particularly important form of workplace communication, beneficial for organizations and workers. Constructive dissent provides organizations opportunities for improvement and innovation (Croucher et al , 2018; Graham, 1986), because workers can give valuable feedback regarding organizational inefficiency, worker discontent, unethical practices and other organizational aspects (Garner, 2016).…”

Section: Organizational Dissentmentioning

confidence: 99%

The overlap between workplace bullying and organizational dissent in New Zealand

Tootell

Croucher

Cullinane

et al. 2023

IJCMA

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Purpose This study aims to examine the extent to which organizational dissent predicts perception of workplace bullying. As previous studies have reported inconsistent and sometimes contradictory results regarding the interaction between the reporting of bullying and demographic variables, these variables are examined in the New Zealand context. Organizational communication research provides considerable insight into the ways individuals make sense of and resist workplace bullying through juxtaposition with the concepts of dissent and intragroup conflict. Design/methodology/approach A nationally representative sample of managers in New Zealand (n = 239) was conducted. Surveys included demographic questions and the following measures: Organizational Dissent Scale and Negative Acts Questionnaire Revised Scale. Findings Key results and indications for further research are highlighted by the third model in this study. First, workers who reported they engaged in either articulated dissent or latent dissent were more likely to perceive workplace bullying. Second, workers who are more likely to express contrary opinions in the workplace are more likely to recognize, acknowledge and tolerate less positive interactions in the workplace such as bullying. Originality/value To the best of the authors’ knowledge, this study is the first to analyze dissent and bullying in the New Zealand context. Second, this research raises the question of whether there is a conflation of work-related bullying behaviors and bad leadership styles that may not be targeted (e.g. authoritative leadership and micromanaging). Finally, communication research provides a distinctive contribution by exploring the narrative form of worker responses to perceived bullying. In this manuscript, the authors examine potential predictors on the perception of workplace bullying in the context of New Zealand, particularly focus on the relationship between dissent and the perception of workplace bullying.

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“…Studies examining the relationship between dissent and humor are limited. From studies investigating this relationship, Infante and Rancer (1996), Croucher et al (2018), Sidelinger and Tatum (2019), Gürler and Yirci (2021) studies were examined.…”

Section: Literature Reviewmentioning

confidence: 99%

Örgütsel Muhalefeti İfade Etmenin Bir Yolu Olarak Mizahı Kullanma

Akdoğan¹,

ATA>

2022

İktisadi İdari Ve Siyasal Araştırmalar Dergisi

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This study aims to examine the way individuals use humor and its effect on organizational dissent behaviors. This study, which was carried out with academic and administrative staff in various units of a state university, it was investigated which type of dissent the individuals chose when reporting their dissatisfaction and whether they used humor as a dissenting message. As a result of the analysis, it has been seen that the way individuals use humor has an effect on the selection of organizational dissent behaviors. When individuals have a self-enhancing humor style, follow an articulated dissent, they move away from displaced dissent.

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Cross-cultural Issues on Organizational Dissent and Humor Orientation

Cited by 6 publications

References 14 publications

Examining the relationships between face concerns and dissent

Examining the relationships between face concerns and dissent

The overlap between workplace bullying and organizational dissent in New Zealand

Örgütsel Muhalefeti İfade Etmenin Bir Yolu Olarak Mizahı Kullanma

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