Shooting from the Hip: A Habit Perspective of Voice

Lam, Chak Fu; Rees, Laura; Levesque, Laurie L.; Ornstein, Suzyn

doi:10.5465/amr.2015.0366

Cited by 45 publications

(59 citation statements)

References 108 publications

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“…Second, the study provides insights into intuitive decision‐making processes to contribute to decision‐making literature in general (Chen et al, ; Eliëns et al, ). Besides text‐based platform mechanisms, persuasion also takes place face‐to‐face during which it is, presumably, even stronger (Lam, Rees, Levesque, and Ornstein, ). The results are therefore applicable to more general decision‐making processes.…”

Section: Discussionmentioning

confidence: 99%

Persuasion in Corporate Idea Contests: The Moderating Role of Content Scarcity on Decision‐Making

Kruft¹,

Tilsner²,

Schindler³

et al. 2019

J of Product Innov Manag

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Organizations increasingly use corporate online ideation platforms to foster individual innovativeness. Recent research, however, has shown the downside of such contests—the selection of ideas is not entirely rational. Analyzing the impact of content scarcity, which occurs when ideators provide very little issue‐relevant information when submitting ideas, contributes to this new literature stream. The main argument is that evaluators increasingly rely on heuristics based on issue‐irrelevant information when content scarcity obstructs reflective decision‐making. The default‐interventionist model of decision‐making in combination with the Yale attitude change approach allows us to examine the mechanisms evaluators apply when content scarcity occurs. The hypotheses are tested on an extensive data set of 3025 ideas. The results show that content scarcity affects the evaluators' decision‐making process by preventing them from intervening their first intuitive decision. The scarcer the content of the submitted idea, the stronger the persuasiveness of issue‐irrelevant aspects that affect idea selection: aspects of the ideator, message, and community.

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Section: Discussionmentioning

confidence: 99%

Persuasion in Corporate Idea Contests: The Moderating Role of Content Scarcity on Decision‐Making

Kruft¹,

Tilsner²,

Schindler³

et al. 2019

J of Product Innov Manag

View full text Add to dashboard Cite

show abstract

“…Employees can help implement organizational objectives via their voice behavior (e.g., Detert and Burris, 2007;Morrison, 2011;Grant, 2013). However, the differentiated consequences of employee voice make it more like a double-edged sword and, both conceptually and in terms of its consequences, it appears much more like a planned behavior (Grant, 2013;Lam et al, 2018). On the one hand, voicing ideas benefits speakers; numerous studies have identified the positive results -including visibility, favorable performance appraisal, and promotion opportunities -of voice behavior for employees (e.g., Morrison, 2011Morrison, , 2014Grant, 2013).…”

Section: A Planned Behavior Perspective On Voicementioning

confidence: 99%

“…However, despite these voice-related research achievements, we believe current voice research needs improvement. First, while early studies devoted a great deal of attention to identifying voice antecedents independently and uniquely, recent studies have sought to identify the latent psychological mechanisms of these relationships (Morrison, 2014;Lam et al, 2018;Koopmann et al, 2019;Engemann and Scott, 2020). One plausible explanation for this is that early studies tended to identify the effect of various antecedent factors differentially and uniquely, ignoring the fact that individual, contextual, and motivational factors may impact voice synergistically (Dyne et al, 2003;Engemann and Scott, 2020).…”

Section: Introductionmentioning

confidence: 99%

I Would Speak Up to Live Up to Your Trust: The Role of Psychological Safety and Regulatory Focus

Song

Peng

2020

Front. Psychol.

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Voicing upward refers to employee efforts to improve organizational functioning by making suggestions or expressing opinions and concerns. While extant studies have investigated how supervisors' behaviors or attitudes influence employee voice behaviors, researchers have paid little attention to the effects of employee perceptions on voice. Based on the theory of planned behavior (TPB), we developed and tested the effects of feeling trusted by supervisors on two dimensions of voice (promotive and prohibitive), focusing on the mediation role of psychological safety and the interaction effect of psychological safety and regulatory focus on voice. Using a sample of 244 participants and three waves of longitudinal data, we investigated whether feeling trusted would lead to both promotive and prohibitive voice through psychological safety. We also extensively examined the moderation effect of regulatory focus on psychological safety and the contingency dimension of voice. We found that promotion focus strengthens the positive relationship between psychological safety and voice (both promotive and prohibitive voice), whereas prevention focus strengthens the positive relationship between psychological safety and prohibitive voice. This paper concludes with a discussion of the theoretical and practical implications of these findings.

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“…As such, neurotic employees are more likely to be emotionally exhausted and accordingly are reluctant to voice for reserving personal resources. Instead, voice scholars have recently introduced a view of non-conscious process (Morrison, 2014;Lam et al, 2018) through which neurotic employees may express directly when they have any constructive ideas because they are difficult to control for and adjust their emotions. In summary, our finding indicates a complicated relationship between personality traits and employee voice and accordingly encourages more deep investigation.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Extraversion, Neuroticism, and Employee Voice: A Conservation of Resources Perspective

2020

Front. Psychol.

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Drawing on the Conservation of Resources (COR) theory, we constructed a model about how two of Big-Five personality traits, extraversion and neuroticism, respectively, influence employee voice through an indirect effect of emotional exhaustion. We distributed two wave surveys to 435 employees and their supervisors in a Chinese state-owned bank. Our analyses indicated that extraversion had a positive indirect effect on employee voice via emotional exhaustion, whereas neuroticism had a negative indirect effect on employee voice via emotional exhaustion. We concluded by discussing our theoretical implications with research on employee voice and COR. Additionally, we discussed our practical implications for managerial practices and for the general public.

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Shooting from the Hip: A Habit Perspective of Voice

Cited by 45 publications

References 108 publications

Persuasion in Corporate Idea Contests: The Moderating Role of Content Scarcity on Decision‐Making

Persuasion in Corporate Idea Contests: The Moderating Role of Content Scarcity on Decision‐Making

I Would Speak Up to Live Up to Your Trust: The Role of Psychological Safety and Regulatory Focus

Extraversion, Neuroticism, and Employee Voice: A Conservation of Resources Perspective

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