Every voice has its bright and dark sides: Understanding observers' reactions to coworkers' voice behaviours

IF 4.9 2区 管理学 Q1 MANAGEMENT
Szu‐Han (Joanna) Lin, Shereen Fatimah, Emily C. Poulton, Cony M. Ho, D. Lance Ferris, Russell E. Johnson
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引用次数: 0

Abstract

The majority of research on voice has focused on how employee voice influences voicers and targets of voice (e.g. supervisors and organizations). We advance theory on voice by examining how third‐party observers react to expressions of voice behavior by coworkers. Drawing from affective events theory (AET), we examine the potential benefits and detriments of coworker voice behaviours. Results from an experience sampling study and an experiment revealed that coworker voice was associated with an increase in third‐party observers' inspiration, prompting third‐party observers to engage in their own voice behaviours. Although coworker voice did not have a significant main effect on third‐party observers' distress, this relation was moderated by third‐party observers' zero‐sum beliefs. Specifically, daily coworker voice behaviour was more positively related to third‐party observers' distress when third‐party observers' zero‐sum beliefs were higher (vs. lower). Third‐party observers' distress, in turn, was associated with an increase in interpersonal deviance behaviours. Overall, our theorizing and model answer why, when and for whom the bright versus dark side of coworker voice is likely to occur for third‐party observers.
每种声音都有其光明和黑暗的一面:了解观察者对同事声音行为的反应
有关声音的大部分研究都集中在员工的声音如何影响发声者和发声对象(如主管和组织)。我们通过研究第三方观察者如何对同事的声音表达行为做出反应,推进了声音理论的发展。借鉴情感事件理论(AET),我们研究了同事发声行为的潜在利弊。一项经验取样研究和一项实验的结果显示,同事的声音与第三方观察者的灵感增加有关,从而促使第三方观察者参与自己的声音行为。虽然同事的声音对第三方观察者的苦恼没有显著的主效应,但这种关系受到第三方观察者零和信念的调节。具体来说,当第三方观察者的零和信念较高时(与较低相比),同事的日常发声行为与第三方观察者的痛苦更有正相关。反过来,第三方观察者的痛苦又与人际偏差行为的增加有关。总之,我们的理论和模型回答了第三方观察者为何、何时以及对谁而言可能会出现同事声音的光明与阴暗面。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
8.90
自引率
4.80%
发文量
38
期刊介绍: The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including: - industrial, organizational, work, vocational and personnel psychology - behavioural and cognitive aspects of industrial relations - ergonomics and human factors Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.
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