Public versus Private Voice

Isaakyan, Sofya

doi:10.26481/dis.20180601si

Cited by 1 publication

(5 citation statements)

References 184 publications

(552 reference statements)

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“…By doing so, they may prove their loyalty to their managers and avoid negative career consequences of public voice. Isaakyan (2018) found supporting results that implicit voice theories had negative effect on public voice while these beliefs had positive effect on private voice. However, implicit public voice theories did not have significant effect on voice frequency in her study (Isaakyan, 2018).…”

Section: Discussionsupporting

confidence: 73%

“…Isaakyan (2018) found supporting results that implicit voice theories had negative effect on public voice while these beliefs had positive effect on private voice. However, implicit public voice theories did not have significant effect on voice frequency in her study (Isaakyan, 2018). In our study, the scale of constructive voice behavior was used (Maynes and Podsakoff, 2014).…”

Section: Discussionsupporting

confidence: 73%

“…Therefore, these employees may avoid speaking up about their suggestions with their manager in the meetings or in front of other employees. However, they may choose to speak up with their managers privately (Isaakyan, 2018). According to Isaakyan (2018), when employees speak up with their managers privately, they can inform their managers about their thoughts.…”

Section: Discussionmentioning

confidence: 99%

“…However, they may choose to speak up with their managers privately (Isaakyan, 2018). According to Isaakyan (2018), when employees speak up with their managers privately, they can inform their managers about their thoughts. By doing so, they may prove their loyalty to their managers and avoid negative career consequences of public voice.…”

Section: Discussionmentioning

confidence: 99%

“…Employees holding the belief of don't embarrass the boss in public will not be inclined to voice their suggestions and opinions in meetings or in front of the group (Detert and Edmondson, 2011). The belief of don't embarrass the boss in public is rooted in the fear of showing disloyalty to the manager (Isaakyan, 2018). This belief also includes the assumption that voicing ideas or suggestion by employees means that managers are not capable of thinking or seeing these ideas or solutions about work.…”

Section: Implicit Voice Theoriesmentioning

confidence: 99%

See 4 more Smart Citations

Effect of Implicit Voice Theories on Employee Constructive Voice and Defensive Silence: A Study in Education and Health Sector

2021

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Background and Purpose: Implicit voice theories are the beliefs that are related to employee silence. This study aims to examine the implicit voice theories (don’t embarrass the boss in public, negative career consequences of voice) as predictors of employee defensive silence and employee constructive voice. Methodology: This study is a cross-sectional and an analytical study. The sample of this study consisted of 494 participants working in the healthcare sector (n = 277) and education sector (n = 217) in Turkey. We performed linear regression analyses to test our hypotheses. Results: We found that power distance and negative career consequences of voice predicted employee defensive silence while proactive personality and the belief of “don’t embarrass the boss in public” predicted employee constructive voice. These results confirm the effect of implicit voice theories on employee silence and voice. Conclusions: Employees holding the belief of “don’t embarrass the boss in public” and “negative career consequences of voice” tend to remain silent or prefer to speak with their managers privately, which prevent sharing ideas in group interactions in organization. Therefore, managers must combat the belief that speaking up is risky. In order to change these beliefs in a positive way, they should make their subordinates feel that speaking up is a valuable behavior in organization.

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Section: Discussionsupporting

confidence: 73%