Too powerless to speak up: Effects of social rejection on sense of power and employee voice

Kim, Tae Hyun; Lee, Su Sang; Oh, Jun-Ho

doi:10.1111/jasp.12625

Cited by 23 publications

(21 citation statements)

References 112 publications

(217 reference statements)

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“…Voice behavior requires resources, and only when employees have access to resources do they have an environment in which to express their voice (Kim et al, 2019). In other words, people able to voice have more resources in the organization than ordinary employees, and the socially desirable behavior, such as affective commitment to change, is more likely to generate this kind of important status for public employees.…”

Section: The Mediating Effect Of Voice Behaviormentioning

confidence: 99%

The Relationship Between Public Service Motivation and Affective Commitment in the Public Sector Change: A Moderated Mediation Model

Sun

2021

Front. Psychol.

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How can public organizations promote change recipients’ affective commitment to public sector change? Based on socially desirable responding theory, this study explores the theoretical mechanism and boundary effect of the relationship between public service motivation and affective commitment to change. By conducting a survey of 465 front-line public employees in an eastern Chinese city undergoing public sector change, this study found that voice behavior partially mediates the relationship between public service motivation and affective commitment to change. Superficial harmony also negatively moderates the relationship between public service motivation and affective commitment to change through the mediation of voice behavior. This study mainly contributes to our understanding of the theoretical mechanism and the conditional effect of change recipients’ affective commitment during public sector change.

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Section: The Mediating Effect Of Voice Behaviormentioning

confidence: 99%

The Relationship Between Public Service Motivation and Affective Commitment in the Public Sector Change: A Moderated Mediation Model

Sun

2021

Front. Psychol.

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“…the number of women and ethnic minorities sitting on consultative committees or contributing to a suggestion scheme). It may also be fruitful to examine whether race and gender are associated with social rejection/ acceptance, and how that association might impact on employee voice (Kim et al, 2019).…”

Section: Employee Voice and Perceived Attractivenessmentioning

confidence: 99%

Employee voice and perceived attractiveness: are less attractive employees ignored in the workplace?

Timming

Baumann

Gollan

2021

JPEO

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PurposeThe paper aims to examine the effect of employees' perceived physical attractiveness on the extent to which their voices are “listened to” by management.Design/methodology/approachUsing an experimental research design, the paper estimates main effects of employee attractiveness and possible moderating effects of employee race and gender as well as the gender of their “managers.”FindingsThe results suggest that, with few exceptions, more physically attractive employees are significantly more likely to have their suggestions acted upon by managers than less attractive employees, pointing to a powerful form of workplace discrimination. This finding holds across races, with more attractive white, black, and Asian employees exerting a more impactful voice than their less attractive counterparts, although the moderation appears to be stronger for whites than ethnic minorities.Research limitations/implicationsThe results have important implications for the extant literatures on employee voice, diversity and discrimination.Originality/valueThis is among the first studies to demonstrate that less attractive employees suffer from an “employee voice deficit” vis-à-vis their more attractive counterparts.

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“…Power is also classically defined as the perception of one's ability to affect others. This definition has been developed into the concept of sense of power [17,48]. The primary antecedents of a personal sense of power are sociostructural factors (e.g., social positions and status), and personal characteristics (e.g., extraversion and conscientiousness).…”

Section: Impact Of Frontline Managers' Sense Of Power On Emotional Exmentioning

confidence: 99%

The Role of Sense of Power in Alleviating Emotional Exhaustion in Frontline Managers: A Dual Mediation Model

Song

Zhou

2020

IJERPH

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Frontline managers have many responsibilities and often suffer from emotional exhaustion. Drawing on the job demands–resources model, this research proposes and examines a cognitive–affective dual mediation model to explain how frontline managers’ sense of power affects their emotional exhaustion through managerial self-efficacy (cognitive path) and affective commitment (affective path). A cross-sectional study design was employed, and the theoretical model was tested using a three-wave survey among 227 on-the-job Master of Business Administration (MBA) students (52.86% male) in China, who serve as frontline managers in different kinds of organization. The regression and bootstrapping analysis results showed that the frontline managers’ sense of power was significantly negatively related to emotional exhaustion. In other words, the more powerful they felt, the less exhausted they felt. Furthermore, having a sense of power enhanced managerial self-efficacy, which mitigated emotional exhaustion. Sense of power also boosted frontline managers’ affective commitment, alleviating emotional exhaustion. We conclude with a discussion of this study’s theoretical and practical contributions and future research directions.

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Too powerless to speak up: Effects of social rejection on sense of power and employee voice

Cited by 23 publications

References 112 publications

The Relationship Between Public Service Motivation and Affective Commitment in the Public Sector Change: A Moderated Mediation Model

The Relationship Between Public Service Motivation and Affective Commitment in the Public Sector Change: A Moderated Mediation Model

Employee voice and perceived attractiveness: are less attractive employees ignored in the workplace?

The Role of Sense of Power in Alleviating Emotional Exhaustion in Frontline Managers: A Dual Mediation Model

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