Employee voice behavior as a critical factor for organizational sustainability in the telecommunications industry

Um-e-Rubbab,; Naqvi, Sayyed Muhammad Mehdi Raza

doi:10.1371/journal.pone.0238451

Cited by 33 publications

(36 citation statements)

References 79 publications

(141 reference statements)

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“…Our findings were consistent with several studies undertaken in other populations from developing countries. 24 , 25 However, studies conducted among employee participants from developed countries reported high levels of voice behavior. 26 According to the literature, prohibitive and promotive voice behaviors of clinical nurses were mild to moderate.…”

Section: Discussionmentioning

confidence: 99%

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Influence of Core Competence on Voice Behavior of Clinical Nurses: A Multicenter Cross-Sectional Study

Guo¹,

Wang²,

Plummer³

et al. 2021

PRBM

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Background Voice behavior, referred to as a positive guarantee for organizational development, is influenced by several kinds of individual, collective and organizational features. However, the impact of individual competence on voice behavior is unclear. The aim of the present study was to investigate the status quo of core competence and voice behavior of clinical nurses and explore the impact of core competence on nurses’ voice behavior. Methods A multicenter cross-sectional survey. A total of 1717 nurses were recruited from nine tertiary and secondary hospitals between March and June 2019. An online questionnaire, including socio-demographic variables, employee voice behavior scale and competence inventory for registered nurses, was used to investigate prohibitive and promotive voice behavior and core competence of clinical nurses. Pearson correlation and hierarchical multiple regression were performed in the data analysis. Results The mean score for prohibitive and promotive voice behavior of nurses were 3.46 (SD 0.77) and 3.46 (SD 0.88), respectively. The mean score for core competence was 2.46 (SD 0.77). Critical thinking/research aptitude was the most important predictor for both prohibitive and promotive voice behavior (each p < 0.05), but its influence on promotive voice behavior was greater ( p < 0.05). Leadership was another significant predictor for prohibitive voice behavior ( p < 0.05). Legal/ethical practice, teaching-coaching, professional development and shift work were other predictors for promotive voice behavior (each p < 0.05). Conclusion Clinical nurses experience modest levels of prohibitive and promotive voice behavior and their core competence is moderate. Core competence, especially critical thinking/research aptitude, impacts significantly on voice behavior of clinical nurses. Cultivating nurses’ core competence could positively increase their voice behavior for organizational development.

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Section: Discussionmentioning

confidence: 99%

“…Our findings were consistent with several studies undertaken in other populations from developing countries. 24,25 However, studies conducted…”

Section: Discussionmentioning

confidence: 99%

Influence of Core Competence on Voice Behavior of Clinical Nurses: A Multicenter Cross-Sectional Study

Guo¹,

Wang²,

Plummer³

et al. 2021

PRBM

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“…All measures were in English as this is the official language of Pakistan and used the medium for conveying the knowledge in schools and universities. Previous studies have also used English for conducting surveys and administering questionnaires ( Um-e-Rubbab and Naqvi, 2020 ; Irshad et al, 2021a ; Majeed et al, 2021 ).…”

Section: Methodsmentioning

confidence: 99%

Impact of Organizational Dehumanization on Employee Knowledge Hiding

et al. 2022

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Knowledge hiding has become an alarming issue for the organizations. Knowledge hiding is an employee’s intentional attempt to conceal knowledge requested by others at the workplace. Employee knowledge hiding significantly influences an organization’s effective functioning. This research is an attempt to extend previous work on antecedents of knowledge hiding. Drawing on conservation of resources theory, it is proposed that receiving poor treatment by organizations in the form of organizational dehumanization creates psychological distress among employees toward the organization. Distress among workers in turn intervenes the path and increases the likelihood of engaging in knowledge hiding behaviors. An employee’s felt obligation for constructive change (FOCC) may moderate the relationship between organizational dehumanization and employee psychological distress. Data for the current study were collected from 245 employees of the telecommunication sector in three-time lags. The results support the direct and indirect effect of organizational dehumanization on employee knowledge hiding behaviors through the mediation of psychological distress. The results also support the moderation of FOCC between organizational dehumanization and psychological distress. Furthermore, the findings of the study may help organizational practitioners and managers about the value of effective organizational climate and practices for better organizational functioning through knowledge sharing and providing insight into undesirable repercussions of organizational dehumanization. Implications for organizations and practitioners are discussed.

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“…With rapidly changing markets, the issues faced by the employees are also increasing day by day. Employee voice (EV) is a critical component of employees’ contribution because the organization has not been sufficiently acknowledged (Rubbab and Naqvi, 2020). There is an enormous gap in the leadership and employees in the manufacturing sector, which creates negativity in the organizational environment (Rubbab and Naqvi, 2020).…”

Section: Introductionmentioning

confidence: 99%

“…Employee voice (EV) is a critical component of employees’ contribution because the organization has not been sufficiently acknowledged (Rubbab and Naqvi, 2020). There is an enormous gap in the leadership and employees in the manufacturing sector, which creates negativity in the organizational environment (Rubbab and Naqvi, 2020). EV is constructive communication that aims to improve a situation (Nisar et al , 2020).…”

Section: Introductionmentioning

confidence: 99%

Treating top management team conflicts through employee voice for reducing intentions to quit: moderating role of union instrumentality

Chaudhry

Roomi

Eugien

et al. 2021

IJCMA

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Purpose This study aims to explain the relationship of employee voice and turnover intention with the mediating role of top management team (TMT) conflicts. Moreover, this study also aims to find the moderating influence of union instrumentality among employee voice and TMT conflicts. Design/methodology/approach The study was conducted by using a quantitative approach and data was collected from 300 employees of the manufacturing sector of Pakistan through questionnaires. Data were analyzed by applying different statistical tools and tests through SPSS-21 and AMOS. Findings Results demonstrate that employee voice has a significant negative impact on employee turnover intention; TMT conflicts significantly mediate employee voice and intention to quit. However, union instrumentality is only initiated to moderate the relationship between employee voice and cognitive conflict. Research limitations/implications This research focuses on the manufacturing sector and data have been collected from manufacturing firms situated in Gujranwala, Pakistan only. Moreover, the sample size of the study is also small. Therefore, the current study is an addition to the knowledge and understanding of the studied variables. Practical implications This study is of great use for managerial level employees because the adequate implication of employee voice can reduce turnover intention. Originality/value This study aims to add value to the existing exit-voice theory and discuss the internal organizational factors that generate quitting intentions. Moreover, it provides insights about union instrumentality and its significant role as a moderator and the significant mediating role between employee voice and intention to quit paving new ways for future researchers.

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Employee voice behavior as a critical factor for organizational sustainability in the telecommunications industry

Cited by 33 publications

References 79 publications

Influence of Core Competence on Voice Behavior of Clinical Nurses: A Multicenter Cross-Sectional Study

Influence of Core Competence on Voice Behavior of Clinical Nurses: A Multicenter Cross-Sectional Study

Impact of Organizational Dehumanization on Employee Knowledge Hiding

Treating top management team conflicts through employee voice for reducing intentions to quit: moderating role of union instrumentality

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