Now showing 1 - 2 of 2
  • Placeholder Image
    Publication
    The yin and yang of employee voice: an exploratory study
    (01-01-2023)
    Goel, Apoorva
    ;
    Khan, Nabila
    ;
    Purpose: This study examines the yin (promotive) and yang (prohibitive) of employee voice based on employee preference for voice channel attributes. Employee inputs may be disregarded, requiring employees to maneuver for unheeded voice and adopt alternate voice tactics. The authors emphasize the ubiquity of lurking employee silence and its affective effects on subsequent cycles of voice or silence. Design/methodology/approach: Qualitative design involving semi-structured interviews of employees from service sector firms in India assisted the inquiry. Findings: Employees prefer voice channel attributes that ensure visibility and data substance for promotive voice and anonymity and confidentiality for prohibitive voice. Voice target switching and message reframing were common employee strategies. Silence on both sharing views/opinions (promotive) and voicing issues/concerns (prohibitive) weakens employee future voice incidents, besides suppressing the affect. Post-silence cognitive reappraisal increases voice incidences. Research limitations/implications: Findings may have limited generalizability given the qualitative design of the study. Moving beyond extant episodic voice research, the authors demonstrate the recurrent nature of employee voice and silence. The study broadens perspectives on how varied voice types necessitate nuanced voice channel attributes. Originality/value: Present work brings together organizational behavior (OB) perspective on discretionary voice through human resource (HR)-based channels, helping bridge the gap between previously disparate stands.
  • Placeholder Image
    Publication
    Team faultlines and upward voice in India: The effects of communication and psychological safety
    (01-03-2022)
    Khan, Nabila
    ;
    ;
    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.