Does voice go flat? How tenure diminishes the impact of voice

Avery, Derek R.; McKay, Patrick F.; Wilson, David C.; Volpone, Sabrina D.; Killham, Emily A.

doi:10.1002/hrm.20403

Cited by 40 publications

(31 citation statements)

References 44 publications

(37 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In line with this framework, the main theoretical argument is that voice, if acted upon, will improve the situation, and employees will subsequently become more satisfied with working conditions and less likely to quit the organization (e.g., Iverson & Currivan, 2003). Empirical studies generally support this view and report a negative relationship between the presence of a union, intentions to quit (e.g., Avery, McKay, Wilson, Volpone, & Killham, 2011), and turnover (e.g., Iverson & 8 Journal of Management / Month XXXX Currivan). When unions are absent or voice is otherwise lacking, but employees do not have the option to quit, employees instead tend to withdraw and absenteeism tends to increase (what the EVLN framework calls "neglect"; e.g., Farrell).…”

Section: Voice and Individual Outcomesmentioning

confidence: 97%

When Voice Matters

Bashshur

2014

Journal of Management

278

105

View full text Add to dashboard Cite

The conventional wisdom is that voice leads to desirable outcomes for organizations. However, this is most certainly an oversimplification. Of the over 1,000 studies examining the impact of voice in organizations, the implications of voice vary by the level of the organization (individual, group, organization) as well as the outcome of interest (e.g., group harmony vs. job satisfaction). In this article, we draw from the diverse literatures examining the impact of voice to integrate the theoretical frameworks and empirical results for voice outcomes across organizational levels. To do so, we start with a discussion of the definition and development of voice as a construct, beginning with Hirschman's seminal work on voice/exit/loyalty. We then review the theoretical frameworks within each level that explain the effect of voice on outcomes, highlight the role of mediating or moderating mechanisms, and discuss directions for future research. Finally, we emphasize emerging trends in the study of voice and suggest areas in which the various literatures may benefit from borrowing across fields and levels of interest to produce a more comprehensive, theoretically grounded, and cohesive body of work.

show abstract

Section: Voice and Individual Outcomesmentioning

confidence: 97%

When Voice Matters

Bashshur

2014

Journal of Management

278

105

View full text Add to dashboard Cite

show abstract

“…Newcomers often experience "reality shock" upon entering unfamiliar organizational settings (Louis, 1980, p. 230). Instead of gradual exposure or confronting situations at work a little at a time, newcomers are inundated simultaneously with many uncertainties (Louis, 1980), resulting in less perceived control (Avery et al, 2011). Thus, newcomers often adopt the strategies of just managing the basics of the job to simply accomplish the bare minimum required to do the job correctly (Louis, 1980).…”

Section: Organizational Tenure and Mastery-avoidance Goal Orientationmentioning

confidence: 99%

Organizational tenure and mastery-avoidance goals: the moderating role of psychological empowerment

Humborstad

Dysvik

2015

The International Journal of Human Resource Management

View full text Add to dashboard Cite

Mastery-avoidance (MAv) goals are recognized to be detrimental as they arouse counterproductive work-related behaviours. In the current literature, MAv goals are assumed to be more predominant among newcomers and longer tenured employees. The alleged relationship provides important implications but yet has received scant empirical attention. In response, this study examines the proposed U-shaped curvilinear relationship between organizational tenure and MAv goal orientation. In addition, the potential moderating role of psychological empowerment on this curvilinear relationship is investigated. Based on data from 655 certified accountants, the results support the existence of the hypothesized curvilinear relationship. Also, it revealed that for employees who experience higher levels of psychological empowerment, the Ushaped relationship between organizational tenure and MAv goal orientation becomes flattened.Implications and future research are discussed.

show abstract

“…Nonetheless, there are several other components of the contemporary VPAs that are known to be the limitation. Firstly, developing an optimal tone and pitch to deliver that desired impact of the voice is a hot research topic [2]. Secondly, the accurate detection of input commands given in various accents limits the dependency and usage of a VPA system [8].…”

Section: From Voice-only To Immersive Vpamentioning

confidence: 99%

A model to measure QoE for virtual personal assistant

Saad

Afzal

El-Issawi

et al. 2016

Multimed Tools Appl

View full text Add to dashboard Cite

Until now the virtual assistants (like Siri, Google Now and Cortana) have primarily been confined to voice input and output only. Is there a justification for voice only confinement or can we enhance the user experience by adding a visual output? We hypothesized that providing a higher level of visual/auditory immersion would enhance the quality of user experience. In order to test this hypothesis, we first developed 4 variants of virtual assistant, each with a different audio/visual level of immersion. Developed virtual assistant systems were the following; audio only, audio and 2D visual display, audio and 3D visual display and audio and immersive 3D visual display. We developed a plan for usability testing of all 4 variants. The usability testing was conducted with 30 subjects against eight (8) dependent variables included presence, involvement, attention, reliability, dependency, easiness, satisfaction and expectations. Each subject rated these dependent variables based on a scale of 1-5, 5 being the highest value. The raw data collected from usability testing was then analyzed through several tools in order to determine the factors contributing towards the quality of experience for each of the 4 variants. The significant factors were then used develop a model that measures the quality of user experience. It was found that each variant had a different set of significant variables. Hence, in order to rate each system there is a need to develop a scale that is dependent upon the unique set of variables for the respective variant. Furthermore, it was found that variant 4 scored the highest rate for Quality of Experience (QoE). Lastly several other qualitative conclusions were also drawn from this research that will guide future work in the field of virtual assistants.

show abstract

Does voice go flat? How tenure diminishes the impact of voice

Cited by 40 publications

References 44 publications

When Voice Matters

When Voice Matters

Organizational tenure and mastery-avoidance goals: the moderating role of psychological empowerment

A model to measure QoE for virtual personal assistant

Contact Info

Product

Resources

About