Now showing 1 - 3 of 3
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    Publication
    Team faultlines and upward voice in India: The effects of communication and psychological safety
    (01-03-2022)
    Khan, Nabila
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    Dayaram, Kantha
    While voice contributes to improved organizational functioning, employee ideas and opinions can be diverse and at cross-purposes. Despite voice pertinence, there is little scholarly work on how group composition influences members’ voice behavior. Drawing on the categorization-elaboration model (CEM) perspective of faultline theory and the value-in-diversity paradigm, we examine the effect of team diversity faultlines on members' upward voice. The research model is tested across two time-lagged studies in India. The results of study 1 reveal that gender diversity strengthens the positive influence of age diversity on team communication. Built on study 1, study 2 demonstrates that team communication mediates the link between team diversity faultlines and upward voice, with psychological safety as a boundary condition. We discuss the findings and implications for theory and practice.
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    Publication
    Leaders’ accounts on employee voice in the Indian context: an exploratory study
    (01-10-2020)
    Edakkat Subhakaran, Sriji
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    Dayaram, Kantha
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    Ayentimi, Desmond Tutu
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    Khan, Nabila
    This paper highlights the nature of individualistic employee voice in the context of contemporary Indian organisations. As the demand for knowledge workers increase, more organisations are finding that employee voice is critical for developing business intelligence. Yet, organisations often find their employees mostly silent despite the potential of knowledge sharing. Considering the benefits and the implicit costs associated with employee voice, the paper draws on senior executives’ accounts of employee voice that represent varied industry sectors and uses qualitative content analysis. The findings indicate broad themes around the nature, content, boundaries, avenues, and targets of voice along with its underlying mechanisms. The paper extends management perspectives on employee voice behaviour and contributes towards understanding the intricacies of individual dynamics and human experience in voice scholarship. The study has implications for Indian indigenous voice research and practice.
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    Publication
    Getting along and getting ahead: voice trails of status pursuit
    (01-01-2023)
    Khan, Nabila
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    Dayaram, Kantha
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    Burgess, John
    Purpose: Integrating individual and relational centric voice literature, the authors draw on self-presentation theory to analyse the role of status pursuit in employee voice. Status pursuit is believed to be ubiquitous as it is linked to access to scarce resources and social order pecking. Design/methodology/approach: The authors present a cross-level conceptual model outlining relational nuances of employee status pursuit that drive upward voice. Findings: The model integrates status pursuit with peer- and leader-related facets, focusing on three targets of voice: immediate leader (supervisor), diagonal leader (supervisor of another team/unit) and co-workers. The model highlights how employee voice can be directed to diverse targets, and depending on interpersonal attributes, how it serves as underlying links for upward voice. Originality/value: While employee voice can help to address important workplace concerns, it can also be used to advance employees' self-interest. Though there is a wealth of research on the importance of employee voice to organisational performance and individual wellbeing, especially through collective representation such as trade unions, there is a lack of literature on how employees navigate the social-relational work setting to promote their interests and develop status.