To see the other types of publications on this topic, follow the link: Voice des employés.
Dissertations / Theses on the topic 'Voice des employés'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Voice des employés.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Pilch, Scott Bradford. "The effects of varying types of voice on organizational justice and motivation perceptions." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3013.
Full textAbstract:
The present study was designed to answer two questions. First, how do different forms of voice influence perceptions of organizational justice? Second, do organizational justice perceptions affect an individual's motivation to improve their job performance?
2
Salibekyan, Zinaida. "Trends in job quality : evidence from French and British linked employer-employee data." Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM2001.
Full textAbstract:
La contribution de cette thèse est d’examiner l’évolution de la qualité de l’emploi du point de vue de l’établissement. Elle s’appuie sur des données couplées employeurs - salariés issues des enquêtes comparables Workplace Employment Relations Survey (WERS 2004 et 2011) pour le cas de la Grande-Bretagne et Relations Professionnelles et Négociations d’Entreprise (REPONSE 2005 et 2011) pour la France. Cette thèse contient trois chapitres et enrichit trois grands axes de la littérature existante. Le premier chapitre explore l’impact des pratiques d’ajustement au niveau de l’établissement sur la qualité de l’emploi en France pendant la crise. Le deuxième chapitre analyse le rôle du régime institutionnel en France et en Grande-Bretagne afin d’expliquer la variation de la qualité de l’emploi entre les deux pays. Finalement, le troisième chapitre examine les stratégies adoptées par les salariés pour composer avec leur salaire et leurs conditions de travailThe contribution of this thesis is to examine the evolution of job quality from the perspective of the workplace using the British Workplace Employment Relations Surveys (WERS 2004 and 2011) and the French Enquête Relations Professionnelles et Négociations d’Entreprises (REPONSE 2005 and 2011). The thesis consists of three chapters and complements three main strands of the existing literature. The first chapter explores the impact of workplace adjustment practices on job quality in France during the recession. The second chapter examines the role of institutional regimes in Great Britain and France in explaining the cross-national variation in job quality. Finally, the third chapter investigates the strategies employees adopt in order to cope with their pay and working conditions
3
Shah, Javaid Ali. "Antecedents and outcomes of cognitive dissonance at the workplace : a cultural and work ethics perspective." Electronic Thesis or Diss., Aix-Marseille, 2021. http://theses.univ-amu.fr.lama.univ-amu.fr/211021_SHAH_621gfg248i625xxhjh811ezrhb_TH.pdf.
Full textAbstract:
Les employés sont confrontés à plusieurs situations où ils ressentent le décalage entre leurs croyances et leurs comportements, ce qui crée un sentiment de détresse, impactant leur prise de décision et leurs comportements au travail. Cette étude visait à acquérir des connaissances approfondies sur la dissonance cognitive du point de vue de divers employés. La première qualitative explique les antécédents et les effets possibles de la dissonance cognitive, en analysant 30 semi-entretiens d'employés d'universités, de banques et de multinationales. La deuxième étude a examiné les relations entre la dissonance cognitive et la satisfaction au travail, l'intention de départ, la performance au travail et le comportement voice des employés. Il a analysé l'effet médiateur de l'éthique du travail dans ces relations, analysant 304 réponses du Pakistan. Les résultats ont également révélé que l'éthique du travail était un médiateur important dans les relations hypothétiques. La troisième étude a analysé les relations entre la dissonance cognitive sur le comportement au travail des employés et les attitudes dans les deux cultures nationales. Les données ont été recueillies auprès de 538 répondants de divers secteurs. Les résultats de l'analyse de régression hiérarchique ont trouvé des relations significatives. Une analyse plus poussée a montré que les salariés français étaient plus enclins à l'intention de départ. Leurs comportements voice ont eu un effet moins négatif dans les situations dissonantes que ceux des employés pakistanais. Cependant, deux hypothèses concernant l'effet modérateur de la culture sur la satisfaction au travail et le rendement au travail n'ont pas été acceptéesEmployees face several situations where they feel the discrepancy between their beliefs and behaviors, which create a distressful feeling, impacting their decision-making and work behaviors. This study focused on gaining in-depth knowledge about cognitive dissonance from various employees’ viewpoints. The first qualitative part explains antecedents and effects of cognitive dissonance, analyzing 30 semi-interviews of employees of universities, banks, and MNCs. The second study investigated the relationships between Cognitive dissonance and job satisfaction, turnover intention, job performance, and employee voice behavior. It analyzed the mediating effect of work ethics in these relationships, analyzing 304 responses from Pakistan. Regression analysis results found significant associations between cognitive dissonance and the dependent variables. Results also found work ethics to be a significant mediator in the hypothesized relationships. The third study analyzed the relationships between Cognitive dissonance on employees’ work behavior and attitudes in two national cultures. The data were collected from 538 respondents from various sectors in France and Pakistan. Hierarchical regression analysis results found significant relationships between cognitive dissonance and employee voice behavior, job satisfaction, job performance, and turnover intention. Further analysis showed that the French employees were more prone to turnover intention. Their voice behaviors had a less negative effect in dissonant situations than those of Pakistani employees. However, two hypotheses regarding the moderating effect of culture on job satisfaction and job performance were not accepted
4
Ruck, Kevin. "Informed employee voice : the synthesis of internal corporate communication and employee voice and the associations with organisational engagement." Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/16694/.
Full textAbstract:
This thesis aims to advance knowledge about internal communication and organisational engagement. It incorporates the application of a new research instrument, the Internal Communication and Organisational Engagement Questionnaire (ICOEQ) developed by Welch (2011a). The ICOEQ investigates employee interest in different topics, helpfulness of communication methods used, ratings for senior manager and line manager communication, satisfaction with employee voice and the associations with organisational engagement. Despite the importance of internal communication, existing research methods are limited as they do not adequately distinguish between different dimensions of internal communication as established by Welch and Jackson (2007, p.184) and they fail to make an association with organisational engagement. The ICOEQ therefore provides a new research perspective for academic researchers and communication managers. The conceptual analysis builds on Welch and Jackson’s (2007, p.185) internal communication matrix. It synthesises corporate communication and employee voice into a new concept, informed employee voice, to reflect the importance of keeping employees informed and giving them a voice that is treated seriously. The empirical work adopts a critical realism approach. A cross-sectional research design was used. The ICOEQ was administered at five organisations followed by interviews and focus groups. Quantitative data analysis suggests that internal communication is more strongly correlated with emotional organisational engagement than with cognitive or behavioural organisational engagement. Ratings of senior manager communication and line manager communication and satisfaction with employee voice are positively associated with organisational engagement. Standard multiple regression analysis indicates that informed employee voice is a significant predictor of organisational engagement. Template analysis of qualitative data indicates that many senior managers are not visible or approachable and they do not listen to what employees have to say. New themes that emerge include more informal and small group communication with senior managers, a greater focus on the local context of internal corporate communication from line managers and more emphasis on listening and responding to employee voice. Possible explanations for the findings include a focus on shareholder value and the consequential neglect of employee value and the marginalisation of internal communication in academia and practice. Theoretical implications include the adoption of employee voice more fully into internal corporate communication theory, the addition of familiarity as an attribute of internal communication media and the identification of three explanatory factors for the exercise of internal ‘power over – dominance’. Above all, the thesis establishes informed employee voice as an antecedent to organisational engagement. The implications for practice include the establishment of the ICOEQ as a useful measurement tool and the requirement for communicative leadership that includes giving employees a voice that is treated seriously.
5
Yang, Yunyue. "Understanding Employee Voice in the Asian Context." Kyoto University, 2020. http://hdl.handle.net/2433/253063.
Full text
6
Mao, Chang. "To Voice or Not to Voice: How Anonymity and Visibility Affordances Influence Employees' Safety and Efficacy Perceptions." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1492600637076618.
Full text
7
Mowbray, Paula. "A Systems and Behavioural Perspective of Managing Employee Voice." Thesis, Griffith University, 2016. http://hdl.handle.net/10072/367418.
Full textAbstract:
Increased competitive pressures have lead many organisations to aspire to develop high performance organisational cultures, as a means to engage employees and improve productivity and performance. While employee voice mechanisms can provide employees with an opportunity to have a say over employee interests and provide a means for employee input, organisations and their managers are increasingly seeing employee voice systems as a valuable mechanism to encourage suggestions and ideas that may be of benefit to the organisation. It is important, therefore, to understand how organisations, and their individual managers, manage the employee voice systems and how the behaviour of managers and employees may influence their design and implementation, in order to meet these dual purposes.
However, the study of employee voice has been conducted in disciplinary silos, which has resulted in unanswered questions concerning how the employee voice architecture is managed. The human resource management/employment relations (HRM/ER) discipline, which considers these dual purposes of voice, has primarily studied the opportunities that organisations provide employees to voice, through the provision of formal voice mechanisms. Accordingly, HRM/ER scholars adopt a systems and macro organisational level perspective of studying employee voice and do not account for individual differences that may occur at the micro individual manager level, or how behaviour may effect the implementation of employee voice.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
Full Text
8
GRITTI, Alessia (ORCID:0000-0003-2395-618X). ""Employee voice and firm performance across European organizational contexts"." Doctoral thesis, Università degli studi di Bergamo, 2022. http://hdl.handle.net/10446/213016.
Full textAbstract:
This dissertation provides an in-depth assessment of current knowledge on the conceptualization of employee voice in various literatures. We offer an integrative analysis of HRM, IR, and OB perspectives with respect to the topic of voice. Then, we investigate the results of implementing voice mechanisms in the specific context of small and medium-sized firms and in representative European contexts. We also assess the role of human capital in the effectiveness of voice mechanisms.
9
Hames, Katharine. "Employees’ voice climate perceptions and perceived importance of voice behaviour: links with important work-related outcomes." Thesis, Hames, Katharine (2012) Employees’ voice climate perceptions and perceived importance of voice behaviour: links with important work-related outcomes. Honours thesis, Murdoch University, 2012. https://researchrepository.murdoch.edu.au/id/eprint/11013/.
Full textAbstract:
Employee perceptions of voice climate and behaviour have been linked with work-related outcomes that impact organisational effectiveness. This study explored the multi-dimensionality of voice climate and its relationship with affective organisational commitment, work engagement, neglect and exit. The perceived importance of voice behaviours was hypothesised to moderate these relationships. Questionnaires were completed by 119 employees from several organisations. As hypothesised, voice climate was found to be multi-dimensional, and to be significantly related to the work-related outcomes. Contrary to hypotheses, perceived importance of voice behaviour did not moderate these relationships. These findings shed light on new research avenues, and may assist employers in understanding how their organisations’ voice climate is associated with important work-related outcomes.
10
Brinsfield, Chad Thomas. "Employee silence: Investigation of dimensionality, development of measures, and examination of related factors." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1236294604.
Full text
11
Liang, Jian. "Voice behavior in organizations : scale development, psychological mechanisms, and cross-level modeling /." View abstract or full-text, 2007. http://library.ust.hk/cgi/db/thesis.pl?MGTO%202007%20LIANG.
Full text
12
Sakat, Mohamed-Amine, and Lingyu Ye. "Transformational Leadership in the Chinese Culture : A Quantitative Study on the Impact of Transformational Leadership on Chinese Internet Companies’ Performance." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-103948.
Full textAbstract:
Abstract Linnaeus University – Campus Kalmar School of Business and Economics Leadership and Management in International Contexts (60 credits) Title: Transformational Leadership in the Chinese Culture – A Quantitative Study on the Impact of Transformational Leadership on Chinese Internet Companies’ Performance. This research aims to study how transformational leadership affects organizational performance and the mediation effect of employee voice behaviour. A quantitative research method and a deductive research approach were used for this research study, where theoretical concepts were developed. Several hypotheses were derived as means to test the existing theories regarding research variables. The data in this research was collected through a 384 completed online survey questionnaire from employees of the top ten listed Chinese internet companies. Various statistical techniques, including Pearson correlation analysis, linear regression analysis, and mediation effect testing, were implemented to provide evidence for hypothesis testing. The statistical analysis results indicate that a particular dimension of transformational leadership positively impacts Chinese internet companies’ performance, and employee voice behaviour has a partial mediation effect in this relationship.
13
Au, Ellena. "Employee involvement and participation." Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/employee-involvement-and-participation(b7f28a22-4a9f-414d-ac12-f2dfd845c051).html.
Full textAbstract:
The focus of this research is on advancing understanding of EIP at work in China. It sets out to examine the extent of practice adoption, and inquire the management intention, employee perception and the challenges from the internal and external environment in relation to the practice adoption. It also tries to understand the applicability of EIP practice in innovation and quality enhancement industries. The research methodology adopted is qualitative case study approach, with 20 respondent organisations including Chinese global enterprises, central state-owned enterprises, listed and small medium enterprises.
14
Allen, Maria Lucy. "Employee voice, equal opportunities and workplace outcomes : an analysis of UK workplaces." Thesis, Manchester Metropolitan University, 2015. http://e-space.mmu.ac.uk/617411/.
Full textAbstract:
Equal opportunity (‘EO’) policy, practice and legislation has existed for a long time in the UK. Diversity Management (‘DM’), seeing diverse workforces as a competitive strength, covering everyone in the workforce, being more gender neutral and inclusive of those traditionally excluded from organisations, has also come to the fore. However, discrimination within companies continues. Amongst the groups most affected are women, those from a BME background, and disabled people. This thesis draws on an analytical framework that enables a holistic approach to studying the links between voice and EO and DM policies. This thesis incorporates four main types of voice workplace – minimal voice, dual voice, direct voice and indirect voice. It also disaggregates two of these four main types of voice workplace. Within the minimal voice category, this thesis distinguishes between the ‘bleak house’ approach and the ‘limited approach’ and within the dual voice category, this research differentiates between the ‘co-existence approach’ and the ‘partnership approach’. This enables this thesis to take a fine grained analytical approach of the links between voice and EO and DM policies, as well as the links between EO and DM and workplace outcomes, measured by absenteeism and voluntary labour turnover (quits), on the other, within the various types of voice workplace. Voice is relevant to the debate because it hasn’t been explored before and they could be an important means to covey employees preferences to employers, and can therefore potentially help to explain variation in the uptake of EO and DM in different workplaces. To ensure that the results of this research reveal the attitude of workplaces to EO and DM policies this thesis will analyse EO and DM policies at a disaggregated level, covering not only a more diverse set EO and DM policies, but also examining a range of workplaces, not only large organisations, as previous studies have often done. The study focuses on three groups that are commonly discriminated against: women, BME groups and those with a disability. Such discrimination can take direct and indirect forms, therefore, policies monitoring recruitment and selection, and promotions for direct and indirect discrimination, and relative pay rates will be examined, for each of the three groups. This study draws on data from the 2011 Workplace Employment Relations Survey (WERS 2011), the largest, most comprehensive study of workplace practices in the UK. The survey covers EO and DM policies in detail, enabling a nuanced analysis of both the voice factors and the workplace outcomes that they may be associated with. The thesis relies on the management survey in order to capture as many workplaces as possible. The analysis of the data relies on logistic regressions, as the outcome variables in both sets of regressions are dichotomous. The first key finding from this research is that voice is associated with the greater adoption of EO and DM policies in workplace: the more voice a workplace has the more likely it is to have a range of EO and DM policies. For instance, workplaces with direct voice, indirect voice, and dual voice are more likely to have a range of policies compared to those workplaces with minimal voice. In addition, dual voice workplaces are frequently more likely to adopt EO and DM policies compared to all other types of workplace. The second key finding of this research is that EO and DM policies are, on the whole, not associated with higher or lower levels of absenteeism and quits, indicating that, in most instances, EO and DM neither help nor harm establishments to any great degree. This suggests that existing theories could be amended. The third important finding is that any statistically significant associations between EO and DM policies, on the one hand, and absenteeism and quits, on the other, depend upon the type of workplace within which the policies operate. For instance, the relationship between policies and outcomes is sometimes positive and statistically significant (albeit often only at the 10-per-cent level) amongst minimal voice workplaces. It is occasionally negative and statistically significant (at the one-per-cent level) amongst dual voice workplaces. This justifies the approach taken here; it also highlights key areas for future research. The fourth key finding of this research is that there is a connection between high levels of labour turnover, amongst minimal voice workplaces, and the use of EO and DM policies. Again, this highlights areas that future research could examine.
15
Bloom, Anne. "Taking on Goliath : can U.S. courts give workers a transnational voice? /." Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/10759.
Full text
16
Oruh, Emeka Smart. "Managerial capture of employee voice in unionised and non-unionised employee representations (NERs) setting : an empirical evidence from Nigeria." Thesis, Brunel University, 2017. http://bura.brunel.ac.uk/handle/2438/15787.
Full textAbstract:
The overriding aim of this study is to critically explore the managerial motives, strategies and channels management utilise to managerially capture employee voice (EV) in unionised and non-unionised employee representatives (NERs) setting - using the lens of selected firms in Nigerian Petroleum, Banking and Information and Communications Technology (ICT) sectors. EV concept has continued to gather momentum due to its promise of engendering cordial and mutual employment relations (ER). Since its rise, numerous studies have captured EV from the realms of rise and fall of unionism and collective bargaining, surge of alternative voice (non-unionised employee representations, NERs) and to employee motivation in using both pro-motive and remedial voice mechanisms, amongst other studies, aimed at widening the concept. These studies have enriched the EV literature, however, there is need to further interrogate it - for more nuanced understanding. In furthering this enrichment process, the present study appropriates the concept of managerial capture (MC) - a precursor to managerialism - to engage this. The study answers three key research questions, which are: what are the motives, strategies and channels via which EV is managerially captured in Nigeria's ER? To answer the questions, data was gathered from 33 semi-structured interviews and 17 focus group sessions with managerial and non-managerial staff from firms selected across the 3 sectors highlighted above, which is combined with shadow reports (archival data) from two non-governmental organisations (NGOs). The NGOs are the International Labour Organisation (ILO) and the United Nations Committee on the Elimination of all Forms of Discrimination Against Women (CEDAW). Data is analysed using critical discourse analysis (CDA), which examines text, discourse and context. To enhance relational analysis and thematic resonances, lexical patterning in data is the focus. More specifically, legitimacy theory (LT), is used to appraise association amongst lexical elements, organisational discourses and broader cultural, institutional, political and social issues in Nigeria. The study found that MC in Nigeria is underpinned by motives of managerialism, maximising shareholder value and disempowerment of employees; while strategies of legitimisation, disengagement and un-representation are employed to realise these motives. Also, alternative voice channels (NERs) - which lack autonomy, power, effectiveness and credibility - are used to managerially capture EV. The findings demonstrate that strategies and channels by which Nigerian organisations engage employees are self-seeking, profit-oriented and strategic, rather than normative and participatory, thereby underpinning their managerial motives. It is hoped theoretical contribution has been achieved in this study by linking MC concept with EV in the overall motives, strategies and channels through which employees' voice is captured in Nigeria's employment relations. Similarly, it is assumed that this study has contributed to the methodologies used in ER literature by triangulating a rarely utilised data source, shadow report, with other conventional methods - interviews and focus group -which is novel, in particular, from developing countries perspective. Additionally, this study responds to wider calls for researchers to widen theoretical and methodological confines of HRM - specifically ER literature - for more nuanced scholarship. Empirically, the present study uses triangulated data to investigate EV in Nigeria's ER context, which is understudied. This thesis is however demarked by banking, ICT and petroleum sectors. Extending research beyond these sectors will facilitate more robust debate on EV, which will enable a comparative analysis of ER pattern and organisational behaviours in Nigeria. Also, given the limitation(s) of using words to represent social actualities, generalising findings might be problematic, however such limitation(s) is/are decreased via triangulating three main data sources: interviews, focus group and shadow report data.
17
Johnstone, Stewart. "Partnership in UK financial services : achieving efficiency, equity and voice?" Thesis, Loughborough University, 2007. https://dspace.lboro.ac.uk/2134/4606.
Full textAbstract:
The existing British partnership literature is notoriously polarised. Two main streams of research have emerged. Early empirical work focused upon trade union representative capacity outcomes, in other words does partnership represent a threat or opportunity to the beleaguered trade union movement. Many of the conclusions have been negative, suggesting that partnership is a dangerous strategy for trade unions. More recent empirical work has focused upon the extent to which partnership offers mutual gains outcomes to employers, trade unions and employees. While much of the research has been pessimistic, various typologies of partnership have emerged, suggesting a variety of possible outcomes. However, despite the abundance of literature, three particular limitations are noteworthy. Firstly, few studies consider how partnership plays out in different contexts. Secondly, little attention has been given to understanding more about the process of partnership. Thirdly, there are limitations to the way outcomes have been assessed. Crude use of labour outcomes, such as job losses or pay levels may tell us nothing about the quality of employment relations. Accordingly, the study has five main objectives. Firstly, partnership is explored in a variety of organisational contexts. Secondly, particular attention is paid to what partnership means to organisational actors. Thirdly, the study focuses upon two indicators of partnership process: the nature of relationships between actors, and the way issues are handled and decisions are made. Indeed, it is argued that one cannot fully understand the outcomes without exploring both process and context. Fourthly, outcomes for management, unions and employees are explored, as well as wider societal goals. Finally, the study considers some of the main challenges to partnership in the UK. Given the nature of the research questions, qualitative methods were thought to be most appropriate. In particular, a case study research design was employed focusing on three organisations in the thriving financial service sector, thus offering a very different context to traditional IR - and partnership – research in manufacturing and public services. The study also offers insights into partnership in both union and non-union firms. The bulk of the data was obtained through semi-structured interviews with a range of managers, representatives and employees in each organisation, as well as interviews with trade union officials. This was supplemented by documentary analysis and non-participant observation. Thus, the thesis makes several important contributions. Firstly, it offers fresh empirical evidence into partnership working in the UK, drawn from a variety of contexts within the internationally important financial service sector. Since the outcomes of partnership are difficult to measure the study also considers issues of process which are overlooked in the existing research. Actor relationships and bargaining explored in relation to models of integrative and distributive bargaining as proposed by Walton and McKersie (1965). Decision making processes are also explored by developing the analytical framework proposed by Budd (2004), which has not been widely employed in British industrial relations research. The thesis therefore offers a different way of evaluating the outcomes of partnership for various stakeholders, and avoids conflating union attitudes with employee opinions. In this way, the research transcends the recent advocates/critics stalemate in the literature.
18
Forsman, Oskar, and Daniel Rosenberg. "Anställningsformens betydelse för Employee Voice - En studie om hur anställningsformen kan påverka inhyrdas voicebeteende." Thesis, Örebro universitet, Handelshögskolan vid Örebro Universitet, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-60641.
Full text
19
Walburn, John. "Employee voice and the ambiguity of organisational size : a comparative case study of employee voice mechanisms and practices used by a multinational engineering company and one of their suppliers in each of their manufacturing operations including how their respective degrees of employee voice influence productivity, product quality and health and safety issues." Thesis, University of York, 2017. http://etheses.whiterose.ac.uk/21482/.
Full textAbstract:
This thesis compares the level of employee voice operating between two companies from the same industrial sector, one being a large multinational and the other a SME with a view to evaluate if size is a determinant. The findings are that whilst the level of voice is not statistically significantly associated with size and is not very different between the two organisations, size is not the direct determinant, it is other factors often connected with size that control it; namely the degree of formality and proceduralism. The very procedural nature of the organisation in the multinational appears to be a key factor retarding the involvement by employees whilst in the SME it is the lack of procedures designed to encourage participation which appears to be a factor retarding employee voice. Furthermore, both companies suffer from an absence of direct involvement of shop floor personnel due to the absence of team meetings, for differing reasons; a lack of confidence in the ability of team leaders in the SME and the lack of their permanent allocation to teams in the MNE. It is stressed that these findings can only be assumed correct for these two particular companies but the research strategy could usefully be applied to other pairs of company differing in size but from different sectors and using longitudinal studies, rather than this type of cross-sectional study. There is however a warning that before any useful data can be accumulated regarding productivity and other operational outcomes, meaningful measures of potential outcomes must be in place or designed and agreement on how any such operational improvements are to be attributed to the level of employee voice and engagement by employees.
20
Fiechter, Carol M. "The implemenation [sic] and diffusion of voice mail in a small company." Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/935939.
Full textAbstract:
Voice mail is a computer-aided telephone system which is capable of storing and forwarding spoken messages. The voice mail market has been and is still focused on larger companies since they comprise a sizable amount of the installed base of voice processing systems (Radisich, 1994). Consequently, all voice mail research has been centered on the large company and concentrates on advantages or disadvantages found in these substantial companies.This study focused on the implementation and diffusion of a relatively new communication technology and its consequences in an unresearched arena--the small company. Also a comparatively new methodology in the field of communications research, grounded theory, was used to explore the impact of a new technology, thus possibly advancing the credibility of this research methodology.The results of this pilot study on voice mail in a small company found diffusion to be extremely successful, even to the point of surprising some of the subjects with their total acceptance of the technology.The study results indicated that the small company can benefit from voice mail usage in similar ways to the large company, especially if the company has travelers or off-site locations. The results implied that there are some ways that voice mail can assist in the small company where it has not previously had a reported effect in the large company---as a negotiating, organizing, and delegating tool.The results of the study could provide insights for other small companies concerned with successful usage of the voice mail technology in similar environments. Several concepts on novel uses of voice mail surfaced as a result of this study. These concepts could provide hypothesis for empirical testing to further voice mail investigation.The study concluded that voice mail is a communication technology that is an accepted and beneficial tool which offered several major advantages that the subject small company was able to successfully utilize.Department of Journalism
21
Richmond, John G. "Patient safety and employee voice : the role of second victims in overcoming the hierarchical challenge." Thesis, University of Warwick, 2018. http://wrap.warwick.ac.uk/110235/.
Full textAbstract:
Healthcare organisations have struggled to improve safety. Over the last 20 years rates of patient harm have remained at around 10%, despite implementation of various improvement initiatives linked to the patient safety movement. This study identifies key conditions perpetuating this safety ‘implementation gap’: 1) a hierarchical challenge and 2) second victim phenomenon. Employee voice is adopted as a sensitising concept. The aim is to identify conditions which moderate the hierarchical challenge, encouraging the enactment of voice, leading to prevention of further medical errors. This PhD’s original contribution to knowledge is: second victims are key actors in attenuating hierarchical barriers through enactment of positively valenced practices. Adopting a practice-based approach identifying medical errors as break-downs in professional practice, three cases of serious medical error at a single NHS Trust are chosen for comparative analysis. Data collection includes over 100 hours of observations, 50 interviews, and review of 35 documents. Evidence for a climate of silence was found in each case stemming from: a hierarchical culture, blame culture, and futility of voice. Acquiescent or defensive silence contributed directly to each serious medical error. Second victims were found in each case, generally experiencing guilt, shame, anger, and compassion. The recovery trajectory of these second victims varied, with one ‘thriving’ while others ‘survived’ or ‘dropped out’. Positively valenced practice changes, which set the conditions for voice, were enacted by affectively charged individuals, either the second victim themselves, or through a process of emotional contagion, their colleagues. These conditions for voice included: setting expectations for voice, management engendering voice, closer adherence to policy and standard operating procedures, and a reinvigorated sentiment of care. These changes led to development of a voice climate encouraging the enactment of both defensive and prosocial voice. A safety incident model of voice for second victims was developed and transferability discussed.
22
Strauss, Ilsé. "The relationship between destructive unethical practices of senior leaders and employee moral voice in Australian organisations." Thesis, Strauss, Ilsé (2022) The relationship between destructive unethical practices of senior leaders and employee moral voice in Australian organisations. Masters by Research thesis, Murdoch University, 2022. https://researchrepository.murdoch.edu.au/id/eprint/65684/.
Full textAbstract:
Evidence of the destructive nature of unethical leadership can be seen in the oppressive and manipulative strategies used by senior leaders to morally mute employees. When senior leaders are the perpetrators of immorality, speaking up about ethical issues may become highly complex for employees. This research aimed to identify the relationship between unethical practices of senior leaders and employee moral voice. Semi-structured interviews were conducted with 12 participants who held executive, managerial and employee positions in public and private sectors across Australia, who were asked to report their current and past experiences with unethical leaders.The results show that employees were quiescently mute about ethical issues, such as bullying and organisational injustices, due to fear of confrontation and retribution from leaders. Participants reported that unethical senior leaders used various ‘ethical distortions’, including euphemistic labelling, shaming and moral justifications, to morally mute employees. Furthermore, senior leaders exhibited extreme prioritisation of self-interested values, which motivated the strategic orchestration of a morally mute climate for personal gain. Moral disengagement theory was applied for a socio-cognitive perspective of perceived self-regulatory mechanisms used by senior leaders to absolve themselves of guilt for immoral behaviours. The current research concludes that a socio-cognitive triadic interplay of factors caused senior leaders to morally disengage from ethical issues, which resulted in employee moral mutism. Implications and future research opportunities are discussed, including the need for organisations to identify and eliminate policies and practices that mute employees' moral voice.
23
Mawdsley, Hazel. "Trade union intervention in workplace bullying : issues of employee voice and collectivism amongst union members and officials." Thesis, University of South Wales, 2012. https://pure.southwales.ac.uk/en/studentthesis/trade-union-intervention-in-workplace-bullying(effa7b94-19cf-4592-b7fb-d381c20b5a61).html.
Full textAbstract:
This study explores the role of trade unions in intervening in incidents of workplace bullying, adopting an employment relations perspective. The data was obtained from the members and officials of three major UK unions and analysed using both qualitative and quantitative techniques. Between a quarter and a third of respondents in each union considered they were bullied within a two-year period. A key finding was that most bullied individuals voiced their concerns through non-organisational support mechanisms, including trade unions, in preference to the systems created by employers to address bullying. Colleagues rarely offered overt support and union officials typically responded by providing indirect support to individual bullied members. Outcomes tended to place the onus on perceived targets of bullying to resolve the situation irrespective of the source of support utilised. Employers’ attitudes towards bullying appeared to exert greater influence over resolutions. Whilst unions may have limited power to alter managerially-derived solutions, there was some evidence that, where they engendered a collective response to allegations of bullying, perpetrators were more likely to be held accountable. This study makes a significant contribution to the collective knowledge on workplace bullying by proposing a typology of union responses and an industrial relations model of intervention, which highlights the potential for the responses of unions, co-workers, and employers to affect the balance of power in the employment relationship and influence outcomes of workplace problems like bullying.
24
Pyclik, Alice. "Antecedents of Voice: The Moderating Role of Proactive Personality." Wright State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=wright1579865453661268.
Full text
25
Ispas, Dan. "A field quasi-experiment of the effects of employee input in the development of performance appraisal systems." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002639.
Full text
26
Talbert, Sharyn. "The voices in the margin : Ohio State University Civil Service Employees with advanced degrees /." The Ohio State University, 1996. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487940308433571.
Full text
27
Butler, Peter. "Employee representation in non-union firms : a critical evaluation of managerial motive and the efficacy of the voice process." Thesis, University of Warwick, 2003. http://wrap.warwick.ac.uk/2657/.
Full textAbstract:
This thesis sets out to explore the much overlooked phenomenon of non-union employee representation (NERs). The work is concerned with both the utility of these structures from a workforce perspective and the managerial motivation underpinning the presence of these bodies. Further to the exploration of the above themes case study research was carried out in three organisations possessing relatively mature non-union representative structures. In terms of managerial goals it is suggested that that the extant literature affords a partial account; commentators characteristically depict a manifestly defensive intent, with goals evinced in terms of trade union exclusion. This study advances knowledge in this area by providing a more discriminating analysis exploring the contingent factors differentially shaping the managerial response to employee representation. Over and above union avoidance, evidence is presented of certain managerial actors pursuing a more proactive set of goals aimed at securing the cooperation of employees via the legitimacy imbued though the process of consultation. The necessity for such a response is tracked to factors relating to demands in and around the nature of the production regime/mode of service delivery. With regard to the theme of employee empowerment the thesis broadly supports the extant literature in demonstrating that the institutions under review represent largely unavailing vehicles for the furtherance of employee interests. A distinct feature, however, is that in contrast to these predominantly descriptive studies the theme of `voice' is ensconced within a theoretically informed analysis, allowing the study to move beyond this somewhat bland conclusion. The shortcomings are tracked to the key areas of power, autonomy and competence - ultimately manifest in a marked legitimacy gap. In the final analysis it is argued that there are inherent tensions unleashed by this mode of intervention precluding beneficial outcomes for both parties. Specifically, topics relating to the irreconcilability of the pursuit of both corporate and workforce goals through a managerially derived format are considered. Similarly, the rationality and coherence of a managerial agenda pursuant of `rival logics' of action, relating to both issues of workplace control and employee empowerment, is afforded critical scrutiny.
28
Armaroli, Ilaria. "The role of a local trade union in the promotion of direct employee voice in workplaces: Towards organised disintermediation?" Doctoral thesis, Università degli studi di Bergamo, 2019. http://hdl.handle.net/10446/128671.
Full textAbstract:
Set against the background of the increasing centrality of knowledge in production processes and the subsequent affirmation of managerial-led forms of cognitive employee participation in many Western economies, this research project concentrates on the role of trade unions, considered as traditional bulwarks of workers’ voice, in response to this trend. In the context of a large literature generally depicting a quite conservative trade union approach to these changes, the purpose of this research is to empirically assess how and why trade unions do intervene in the promotion, regulation and implementation of non-union, and usually managerial-led, forms of employee voice (e.g. meetings of temporary groups or committees, continuous improvement groups, suggestion schemes, employee surveys, etc.). Given the direct and immediate (since not mediated by unions) labour-management relationships that these practices would imply, the concept of organising disintermediation is introduced in the first section to sythetise this trade union orientation. To achieve the research purpose, a longitudinal case study is developed and based on the experience of FIM-CISL of Brescia, a local metalworkers’ organisation situated in the North of Italy, which since 2016 has engaged in the development of 4 projects of work organisational innovation via direct employee participation in 4 different productive units. After describing the environmental and institutional contexts where the trade union operates as well as its own identity (by following a theoretical framework which essentially draws on Dunlopian systems theory and new-sociological institutionalism), data and information concerning the trade union’s discourse and action are collected mainly via the methods of field research, participant observation and the conduction of semi-structured interviews with union officials (7), delegates (10) and a union-selected consultant. Results show: the reality of the perspective of union-organised disintermediation, that by taking up a Polanyian approach, is viewed as a union-led countermovement for the (re)embeddedness of workers’ knowledge and participation within the framework of collective representation and industrial relations; the relevance of the theme of the reconciliation between apparently opposite domains (i.e. union functional and institutional goals; environmental pressures and union subjective features; the logic of membership/organising and the logic of influence/partnership of labour’s association) both as a trigger for union proactive mobilisation and as an enabler of the effectiveness of union actions; the openness of industrial relations to new players (i.e. consultants) and instruments (i.e. communal project management complementing collective bargaining) as the topic of organisational innovation requires to shift the focus from interests and rules to goals and processes; and the potential role of industrial relations, embodying the seeds of a self-organisation of commons, for the communal management of knowledge in profit-oriented firms.
29
Lavoie, Etienne. "La création de sens dans un contexte d’ambiguïté extrême : Bombardier et les performances du programme organisationnel visant à améliorer l’engagement de ses employés." Thèse, 2016. http://hdl.handle.net/1866/18331.
Full textAbstract:
Ce mémoire de maîtrise porte sur un type de tactique de socialisation organisationnelle, les programmes organisationnels visant l’amélioration de l’engagement des employés (POVAE). Je me suis intéressé à l’intersection des concepts d’engagement des employés ainsi qu’à la participation et l’implication de ces derniers dans ces programmes, le tout dans un contexte organisationnel d’ambiguïté extrême marqué par des réorganisations à répétition et des mises à pied massives. Afin d’étudier ce phénomène, j’ai réalisé une étude de cas naturaliste. À titre d’initié organisationnel, j’ai mené une série d’observations et d’entrevues au sein de Bombardier, leader mondial de la fabrication d’avions et de trains. En me basant sur les théories de Karl E. Weick, je me suis penché sur la création de sens du POVAE par des employés de Bombardier de différents niveaux hiérarchiques.
Ce projet de recherche, un cas unique non généralisable, m’a permis d’étudier l’engagement des employés, le POVAE de Bombardier et la création de sens par les employés de ce programme, alors que leur engagement est mis à l’épreuve en raison de l’incertitude organisationnelle qui prévaut. Cette recherche m’a permis de conclure, dans ce cas-ci,
1) qu’une entreprise peut instrumentaliser des tactiques de socialisation organisationnelle;
2) qu’un POVAE n’amène pas nécessairement des gains de productivité ou d’engagement des employés; 3) que le rapport entretenu entre un gestionnaire d’équipe et un POVAE peut jouer un rôle déterminant dans la perception de ces employés et de ce POVAE; 4) qu’un POVAE peut également être un rituel organisationnel symbolique; 5) que les rencontres d’équipe d’une organisation peuvent être des performances symboliques; 6) qu’un contexte d’ambiguïté extrême peut influencer le sens que donnent des employés à un POVAE; et 7) qu’un rituel symbolique peut jouer un rôle de stabilisation dans une organisation éprouvée par un contexte organisationnel marqué par une ambiguïté extrême.This thesis focuses on a particular organizational socialization tactic, namely organizational programs aiming to improve employee engagement (OPIE). I became interested in how the concept of employee engagement relates to employee participation and involvement in OPIE, specifically in an extremely ambiguous organizational setting characterized by repetitive reorganizations and massive layoffs. To study this phenomenon, I conducted a naturalistic case study. As an organizational insider, I led a number of observations and interviews at Bombardier, the world’s leading manufacturer of both planes and trains. I looked at how Bombardier employees of various hierarchical levels make sense of OPIE, based upon Karl E. Weick’s sensemaking theories. The present research project, a unique and non-generalizable case, enabled me to study employee engagement, Bombardier’s OPIE as well as sensemaking of this program, at a moment where employee engagement is tested by the prevailing organizational uncertainty. This research led me to conclude that, in this case, 1) a company can take advantage of organizational socialization tactics; 2) OPIE don’t always improve productivity or engagement; 3) the relationship between a manager and an OPIE can play a capital role in employees’ perception of said program; 4) OPIE can be considered as symbolic organizational rituals; 5) team meetings can be considered as symbolic performances; 6) extreme ambiguity can influence how employees make sense of an OPIE; and 7) symbolic rituals can stabilize organizations in periods of extreme ambiguity.
30
Yen-HsiuChen and 陳妍秀. "Transformational Leadership and Employee-Voice Behavior." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/29026491646510501401.
Full textAbstract:
碩士國立成功大學
企業管理學系專班
101
With the improvement of the education, human capital, and income redistribution, voice behavior becomes an important issue in companies. The voice behavior can be classified into speaking out and speaking up in the usual working team. In this thesis, we investigate how the transformational leadership affects emotional trust, self-efficacy, promotion focus and voice behavior. Besides, this thesis also explores whether there are moderate effects with different power distance and individualism. This researches focus on the domestic companies in Taiwan through sending two versions of questionnaires. The final response rate of our questionnaire is 83.06% (i.e., total received valid questionnaires/total sending questionnaires = 88/106). Through hierarchical regression analysis, we verify all hypotheses and summarize the following three conclusions: (i) Affective trust could partially mediate the effect of transformational leadership and voice behavior. (ii) Self-efficacy, promotion focus could fully mediate the effect of transformational leadership and voice behavior. (iii) Power distance and individualism could partially moderate the effect of affective trust, self-efficacy and promotion focus on team voice behavior.
31
Chen, Hsiu-Min, and 陳秀敏. "What Happens to Employees Who Have Voiced? Examining the Effects of Voice and Its Framing from Communication Perspective." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/70373082970943184200.
Full textAbstract:
博士義守大學
管理學院管理碩博士班
101
The core research question is that “In the workplace, what happens to employees who have voiced?” There are four research gaps in the research field: First, the research mainstream of the employees’ voice was to study the antecedents of voice behavior. In other words, the empirical studies of the outcomes of voice were still insufficient; second, the limited empirical results of the consequences of voice behavior lacked negative effects, which theoretical arguments also proposed. Third, previous studies also ignored the communication characteristics of voice behavior and its effects. Finally, past research design of the consequences of voice behavior were almost adopted experimental manipulations and the undergraduate students as a sample which may produce the concern with external validity. Due to above four research gaps, the current literature could not answer the research question well. The aims of this dissertation were to investigate the consequences of voice and integrate the framing effect of communication perspective with voice behavior (i.e. loss- and gain-framed voice) to address the research question. This dissertation contained three samples belonging to two studies: The first sample from a public administration, there were 124 employees nested in 19 departments, was to develop a loss- and gain-framed voice scale. The second sample from a private regional hospital, there were 284 medical personnel nested in 16 departments was to run confirmatory factor analysis (CFA) of voice scale as well as was belonged to the first research. The third sample from the public hospital, there were 198 nurses nested in 14 units, mainly used for hypothesis testing belonging to the second research. The results of exploratory factor analysis revealed that the scale of loss-framed voice remained four items and gain-framed voice remained three items with the total explaining variance was 71.74%. The second sample showed the two dimensions of loss- and gain-framed voice possessed discriminant validity. The main findings of hypothesis testing between the first sample (study 1) and the third sample (study 2) were different. Additionally, the results of study 1 showed that loss-framed voice was not significantly related to performance evaluation, but gain-framed voice was negative. Both the two framing approaches were not significantly related to supervisors' liking, trust, and LMX. However they had opposite correlations on TMX: The loss-framed voice was positively related to TMX and gain-framed was negative. The results of study 2 revealed that loss-framed voice were more positively related to performance evaluation, liking, and trust than gain-framed voice. In addition, previous performance evaluation and supervisors' prosocial attribution were both moderated the relationships among voice, voice acceptance, and current performance evaluation. The research results can be provided to the employees and the organizations as a reference: Let employees understand the influence of voice framing and the organizations perceive the risk of employees' voice. Consequently, they can set up a package of measures to allow both employees and organizations for getting benefits from voice. In addition, this research expected to provide more research directions with communication perspectives for voice research in the future.
32
Huang, Yuanliang, and 黃元良. "Factors Influence Supervisor’s Acceptance of Employee Voice." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/14210615327854755008.
Full textAbstract:
碩士國防大學管理學院
資源管理及決策研究所
99
Based on bounded rationality, supervisors may not be able to make decisions and solve problems effectively. However, employees participate in the first-line work, so they might be more aware of the difficulties while operation, and provide opinions to help supervisors up with problems. Therefore, employee voice behavior is helpful to improve decision making and solve problems. Most research regarding voice behavior is focused on factors which influence employee to voice out, however, little is known about the supervisors’ acceptance of employee voice behavior. This study investigates how supervisors evaluate the related information while employees voiced out: voice quality (high/low), voice occasions (public/private), and the quality of relation between supervisor and employee (in-group/out-group). This study adopts 344 private enterprises supervisors as samples with 2×2×2 experimental research design. The findings reveal that the acceptance of high quality voice is significantly higher than low quality, acceptance of voice in public is significantly higher than in private, and the acceptance of voice of in-group members is significantly higher than of out-group members. For interaction, the results show that voice occasions haven’t impact on the relationship between high quality voice and acceptance of voice, the acceptance of low quality voice in private occasion is higher than public occasion the acceptance of high quality voice which present by in-group member in private occasion is higher than public occasion, and present by out-group member in public occasion is higher than private occasion, the acceptance of low quality voice which present by in-group and out-group member in private occasion is higher than public occasion At last, this study provides theoretical and practical implications.
33
Liu, Liang-Tung, and 劉亮東. "The influences of employee voice behavior on employee promotability: An examination of the mediating effect of managers’ evaluation of voice." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/np8g7y.
Full textAbstract:
碩士國立東華大學
企業管理學系
107
In the research field of management, a lot of literature has discussed the employee voice behavior. However, most previous studies focused on its antecedents, only few studies aimed at understanding the consequences of employee voice behavior. In recent years, some scholars have endeavored to understand manager’s evaluation of voice. In fact, there are few different classifications of voice behavior. Therefore, how different types of voice behavior influence manager’s evaluation of voice is an important issue in the current voice research. Due to the above reasons, this study aimed at examining whether different types of employee voice behavior have different influences on manager’s evaluation of voice. In addition, this study adopted managers’ evaluation of voice as a mediator and employees’ deliberation trait as a moderator, and examined how employee promotive and prohibitive voice behaviors influence employees’ future promotability through the mediation of managers’ evaluation of voice. This study collected paired data using survey method. The participants were 400 frontline firefighers and their 100 team leaders (including main leaders and associate team leaders) nested in 50 teams of a firefigher department in Southern Taiwan. We distributed questionnaires in two phases (two-month gap) and respectively collected employee (i.e., frontline firefighter) questionnaires and supervisor (i.e., main team leader and associate team leader) questionnaires. In the first phases, the employees filled out the self-reported questionnaires and answered their own perceptions of their promotive voice, prohibitive voice, deliberation. In the second phases, the supervisors filled out the supervisor-reported questionnaires and assessed their evaluation of employees’ of voice (evaluated by associate team leaders) and employees’ promotability (evaluated by main team leaders). After matching questionnaires from frontline firefighters, associate team leaders, and main team leaders, this study finally obtained a total of 331 valid paired questionnaires. To analyze data, this study used an SPSS add-on module—PROCESS. Furthermore, this study used the bootstrapping method to check mediating effects between variables. Through statistical analyses, this study had several findings: (1) employee promotive voice was significantly and positively correlated with managers’ evaluation of voice; (2) employee deliberation trait significantly moderated the relationship between employee promotive voice and managers’ evaluation of voice; when employee deliberation was high, this relationship was more positive; when employee deliberation was low, this relationship was less positive and had no significant relationship; (3) employee prohibitive voice did not have a significanat positive or negative relationship with managers’ evaluation of voice; (4) employee deliberation trait significantly moderated the relationship between employee prohibitive voice and managers’ evaluation of voice; when employee deliberation was high, this relationship was positive; when employee deliberation was low, employee prohibitive voice was not significantly related to managers’ evaluation of voice; (5) managers’ evaluation of voice was significantly and positively correlated with employees’ promotability. In sum, we found that employee promotive voice had a positive effect on managers’ evaluation of voice, but employee prohibitive voice did not. Furthemore, employees’ high-level deliberation trait can enhance managers’ valuation of promotive voice and prohibitive voice, and can enhance employees’ promotability. The findings of this study indicate that employee deliberation plays an important role if employees would like to receive high recognition of voice from their managers. Before employees propose promotive and prohibitive voice, they should think their voice content more thoroughly, so that their managers could give their voice high valuations. At the same time, managers should also encourage employees to ponder voice content before making suggestions, so that employees’ suggestsions could be more valid and be more acceptable.
34
Hu, Tzuu-Farn, and 胡祖帆. "The relationship among Employee Voice , Employee Perceived Compensation Equity , and Organizational Commitment." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/20343866570998242017.
Full textAbstract:
碩士清雲科技大學
經營管理研究所
96
This research’s major viewpoint of employee voice , and discussion the Effects of Employee Voice、Employee salary Perceived Compensation Equity, and Organizational Commitment. This study investigated the relationship among employee perceived compensation equity and organization commitment, and also analyzed the moderated effect of employee voice. In the 191 effective responses of Ching Yun University, our results could be summarized as follow: (1) Employee perceived compensation equity had positive relationship on effort commitment, stay commitment, and values commitment. (2) Employees perceived more voice channels had positive relationship values commitment, and had a more positive relationship between employee perceived compensation equity and effort commitment .(3) Employees perceived more interactional justice had positive relationship values commitment and stay commitment , and had a more positive relationship between employee perceived compensation equity and effort commitment .
35
Didrich, Marie. "Antecedents of voice: how is employee voice affected by leader age and self-efficacy?" Master's thesis, 2019. http://hdl.handle.net/10362/69624.
Full textAbstract:
In order to continuously develop and prosper, organizations should promote and welcome
change. Innovation can come from work-related ideas, suggestions or concerns formulated by
employees who are at the centre of operations. Before speaking up, employees weigh the
costs and benefits of performing voice behaviour. They assess the supervisor’s receptiveness
to voice based on several characteristics that will be examined in this research. This study
investigated whether and how leader self-efficacy mediated the relationship between
supervisor age and employee voice behaviour. Empirical assessment of 124 supervisoremployee
dyads finds no support for the hypotheses. However, the study and its findings still
provide some valuable implications for managers and organizations. Additionally, theoretical
contributions for future research are discussed.
36
Chiang, Ping-Hua, and 江屏樺. "Managerial coaching and employees' voice behavior – the mediating effects of trust and voice self-efficacy." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/9353s3.
Full textAbstract:
碩士國立中央大學
人力資源管理研究所
104
In recent year, the business environment has changed rapidly; therefore, organizations need to be innovated and improved constituently. Morrison (2011) indicated that suggestions from employees are the key to improve the organization. So, the organization should not only focus on human resource but also on employee voice. Based on these previous researches, this study attempts to study the relationship between managerial coaching behavior and employee voice behavior, using trust and voice self-efficacy as mediators. This study is aimed at employees of the service industry. There are 315 surveys were sent out, and 298 of them are effective. The following results were obtained based on statistical analysis by the effective samples: First, managerial coaching behavior is positive relative to employee voice behavior. Second, voice self-efficacy can predict voice behavior. Third, voice self-efficacy mediates the positive relationship between managerial coaching behavior and voice behavior. Based on the result of this study, we suggest that organizations could use training and development activities to improve managerial coaching behavior as it would enhance the employees’ trust to supervisors and therefore increasing their voice self-efficacy, which can lead to raising voice behaviors of employees. Limitations and future research guidance are also given in the last part of this study.
37
Sablok, Gitika. "Employee voice in foreign owned multinational enterprises in Australia." Thesis, 2014. https://vuir.vu.edu.au/25678/.
Full textAbstract:
This thesis sets out to examine the use and character of employee voice practices in foreign owned multinational enterprises operating in Australia. It specifically focuses on the impact of union presence and a strategic human resource management approach on the employee voice practices. To address the research questions a quantitative research method was adopted utilising a questionnaire. This was conducted through face to face interviews with the HR managers of a sample of 171 foreign owned multinational enterprises operating in Australia. To examine the character of employee voice practices, frequencies and cross tabulations were conducted. Logistic regression analysis was carried out to determine the influence of a union presence and strategic human resource management approach on employee voice practices. The findings provide a comprehensive snapshot of the current character and influences of employee voice approaches adopted by multinational enterprises in the Australian context. This thesis demonstrates that foreign owned multinational enterprises are high-level users of the full range of direct employee voice mechanisms with the exceptions of use of employee suggestion schemes. Indirect methods such as trade union recognition and the use of joint consultation committees across all sites were not utilised to the same extent. It was also found that trade union presence and a strategic human resource management approach; greenfield site and country of origin affect the employee voice approach adopted. High trade union presence is associated with an indirect employee voice approach. A low trade union presence is associated with a direct or a minimalist approach to employee voice. A strategic human resource management approach is associated with both direct and dualistic approaches to employee voice. Implications can be drawn for theory and management practice.
38
Beck, Julie A. "Nurses' voice the meaning of voice to experienced registered nurses employed in a magnet hospital workplace /." 2005. http://etda.libraries.psu.edu/theses/approved/WorldWideIndex/ETD-938/index.html.
Full text
39
McWilliams, AM. "A study of employee participation, employee voice and industrial relations climate in an Australian manufacturing organisation." Thesis, 2019. https://eprints.utas.edu.au/34061/1/McWilliams_whole_thesis.pdf.
Full textAbstract:
This thesis aims to explore the development of voice in the workplace and how employee voice has been used in the case study organisation as it moves towards closedown and to determine what mechanisms have been put in place to enable employee voice in CarCo. Measures of employee voice will be used as indicators of management attitudes towards employee participation (Bryson,1999; Benson & Brown, 2010; Pyman, Holland, Teicher and Cooper, 2010). This thesis will also then compare results at two points in time to trace any changes in the type or extent of employee voice as well as employer attitudes during this period. The study will use an in-depth case study method to analyse the use of employee voice in the gradual closedown of manufacturing at CarCo.
40
Tzeng, Yu-Wen, and 曾鈺雯. "Political Skill and Employee Voice Behavior：Mediating Role of Interpersonal Trust." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/07216556144012671329.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
99
Previous most studies mainly focus the situational factors on voice behavior,but the individual factor (e.g.,personality) and to whom employees are likely to voice their thoughts has remained rarely examined. Extant literature indicates that voice behavior is target-sensitive and there are two types of voice behavior：speaking out(voice toward peers) and speaking up(voice toward the supervisor). Present study examines the role of interpersonal trust in the relationship between political skill and voice behavior. We examined our hypotheses by collecting the data of employees,employees’s peer,and employees’s supervisor from 243 Taiwanese (eighty-one set) in different organizations. The valid return rate was 68%. Results of hierarchical multiple regressions revealed: 1.Political skill was positively related to speaking out and speaking up. 2.Political skill was positively related to interpersonal trust(regardless the target was peer or supervisor). 3.Interpersonal trust was positively related to speaking out and speaking up. 4.Interpersonal trust is fully mediated the relationship between political skill with speaking out and speaking up. Finally, according to the result, implication for practice and further research are discussed.
41
LAI, YI-SYUAN, and 賴怡瑄. "Can Work Load Improve Employee Job Performance? The Role of Employee Voice Behavior and Proactive Personality." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/e6r9rz.
Full textAbstract:
碩士輔仁大學
企業管理學系管理學碩士班
105
Nowadays, the environment of competition changes fast and complex. The management has to face the challenge and continue to promote organizational innovation. As a result, the workload of each person becomes heavier. The time spent in the job and the responsibilities are increasing which make employees feel a lot of pressure. This research is based on Conservation of Resources Theory and explores the relationship between Work Load, Job Performance, Employee Voice Behavior and Proactive Personality. When work load is heavier, individuals use voice behavior to improve job performance. When the work load is heavy, how individuals affect job performance through voice behavior. Moreover, this research further explores whether proactive personality would strengthen the extra role of behavior (voice behavior), and improve job performance. The subjects of this research are bank staff. A questionnaire is designed with a reliability and validity scale developed by scholars, and the questionnaire is given in the two stage. In the first stage, the respondent answers according to his/she own situation. After two weeks, the second stage of the paired questionnaire is answered by colleagues. The hypotheses are verified by regression analysis. The following is findings of this study: 1. Work load has a positive impact on job performance. 2. Work load has positive influence on employee voice behavior. 3. Employee voice behavior has positive influence on job performance. 4. Work load affects job performance through employee voice behavior. 5. The proactive personality strengthens the relationship between work load and employee voice behavior. 6. The tendency of proactive personality is stronger, the mediating effect of voice behavior on job load and job performance becomes stronger.
42
Lin, Wei-Te, and 林威德. "Leadership Styles and Employee Voice: The Mediating Effect of Regulatory Focus." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/2x2wd9.
Full textAbstract:
碩士國立臺灣大學
心理學研究所
103
Employee voice reflects the extent to which employees proactively participate in organizational operations, including expression of new ideas or concern about problems. In the study of Liang, Farh, & Farh(2012), employee voice were conceptualized as two different forms, promotive voice and prohibitive voice. This study, on the basis of regulatory focus theory, explored the antecedents of promotive voice and prohibitive voice, and the differential influence mechanisms. Due to the unique functions, the study proposed two different leadership styles as antecedents, transformational leadership and transactional leadership, to clarify the distinct influence on two employee voice. Furthermore, the study proposes that two leadership styles impact promotive voice and prohibitive voice through the different regulatory focus. After conducting a survey research of 218 valid samples from 40 Taiwanese businesses, this study find several interesting results. First, the result confirmed that different leaderships have separate effects on regulatory focus. Transformational leadership significantly predict promotion focus; transactional leadership significantly predict prevention focus. Moreover, different regulatory focus influenced the content of employee voice, promotion focus have positive relationship to promotive voice; prevention focus have positive relationship to prohibitive voice. most importantly, transformational leadership impact promotive voice via promotion focus, transactional leadership impact prohibitive voice through prevention focus. The discussions, limitations, future research directions, theoretical and managerial implication are discussed at the end.
43
Yang, Hsiu-Hui, and 楊琇惠. "The Antecedents and Moderating variable of employees'' Voice Behavior." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/83044612945649830332.
Full textAbstract:
碩士銘傳大學
企業管理學系碩士在職專班
100
The research aims to investigate the influences of proactive personality of employees and the authentic leadership of employers on employees’ voice in an organization. With the level of empowerment as moderating variable, we aim to study how to encourage the employees’ voice behavior which benefits the organization and to improve the performance and competition capacity of the organization. Total 390 copies of questionnaire were issued and 372 copies of them were returned. Nine invalid copies were removed and 363 copies of questionnaire were selected. The effective response rate is 97.6%. Valid data were analyzed and the conclusions were drawn as follows: 1) The proactive personality of employees significantly improve the behavior of employees’ voice. 2) The authentic leadership of employers significantly improve the employees’ voice behavior. 3) The empowerment has a moderating effect on the interaction of proactive personality of employees and the employees’ voice behavior. 4) The empowerment has a moderating effect on the interaction of authentic leadership of employers and the employees’ voice behavior. Lastly, we provide suggestions for an organization to effectively and smoothly solve the problems and to improve the performance and competition capability advantage in the competitive and variable environments.
44
Bird, Lisa. "The effect of training on employee voice in a performance discussion." Diss., 2013. http://hdl.handle.net/2263/41899.
Full textAbstract:
This research sought to establish whether skills training in employee voice encourages employee voice utilisation in a one-on-one performance discussion and whether such utilisation has an effect on the employee‘s relationship with their line-manager. Organisations need to understand how to encourage the utilisation of employee voice, to ensure their employees remain engaged in the organisation and as such, the organisation remains competitive.
Ninety seven participants were divided into control and experimental groups, with the experimental group receiving skills training in employee voice. A pre-test and post-test experiment research design was used and the results were statistically analysed. Qualitative analysis supported these quantitative results. Qualitative analysis entailed collating comments received by the employees from their completed pre-test and post-test questionnaires as well as feedback from semi-structured, line-manager interviews.
Skills training was found not to be significantly related to employee voice utilisation, the line- manager relationship or satisfaction with the performance discussion, but as one composite measure were significant. A model was developed to accommodate the business environment and employees‘ personal attributes in addition to skills training to explain employee voice utilisation. The forum for which employee voice would be most effective may not be the one-on-one performance discussion.Dissertation (MBA)--University of Pretoria, 2013.
zkgibs2014
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
45
HSIEH, FANG-YU, and 謝芳瑀. "The relationship between employee perceived support, job involvement, and voice behavior." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/50357912736823724087.
Full textAbstract:
碩士國立高雄師範大學
人力與知識管理研究所
104
This study is to explore the influence of perceived supervisors’ support,perceived coworkers’ support on the job involvement,promote and prohibitive voice behavior. The analyses revealed that for first-line investigation officials,and 181 full-time employees are surveyed using questionnaire. Results showed that the positive relation between perceived supervisors’ support, perceived coworkers’ support and job involvement,and also between job involvement and promote voice,prohibitive voice. Additionally,job involvement served as a mediator when explaining perceived supervisors’ support,perceived coworkers’ support and promote voice,but it didn’t serve a mediator when explaining perceived supervisors’ support and prohibitive voice. Finally, the results and practical suggestions were discussed.
46
MAO, WEN-HUI, and 毛雯慧. "The Relationship during Employee-Supervisor Fit, Psychological Empowerment, and Employee Voice: The Moderating Role of Workplace Friendship." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5ykd4n.
Full textAbstract:
碩士輔仁大學
企業管理學系管理學碩士班
106
The importance of employee voice for organizations has been much evidenced in literature. This study examines how and when employee perception of employee-supervisor fit influences employee voice. This study argues that supervisors are the major recipients of employee voice, and hence the higher employee perception of similarity (i.e. fit) with supervisors, the more their interactions with supervisors. Thus, they will be more aware of organizational expectations towards them, and consequently display more voice behaviors favorable to organizations. Since employee voice involves improvement of their own jobs and their colleagues’ jobs, workplace friendship may moderate the relationship between employee perception of employee-supervisor fit and employee voice. This study investigates the mediating role of psychological empowerment and the moderating role of workplace friendship on the relations between employee perception of employee-supervisor fit and employee voice. Data were collected with questionnaires distributed to a sample of 400 employees. Statistical analyses showed that employee perception of employee-supervisor fit had a positive relationship with employee voice and psychological empowerment played a mediating role. Workplace friendship strengthened the positive relationship between perceived employee-supervisor fit and the ability dimension of psychological empowerment, while workplace friendship weakened the positive relationship between perceived employee-supervisor fit and the influence dimension of psychological empowerment. Theoretical and practical suggestions were provided.
47
Lin, Chuan-Yang, and 林傳洋. "The Effects of Relational Identity Orientation and Leadership Behavior on Employee Voice." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/98757607122616298083.
Full textAbstract:
碩士高雄醫學大學
心理學研究所
96
No matter is from the historical viewpoint, or from business studies, the employee voice may be the one of key factors for innovation to organization. There are not only many scholars beginning to study what effect employee voice, but also to accumulate rich achievement gradually. However, there aren’t many studies about the effective factor of employee voice through different channels (at public or at private). There is also not much research studying the effective factor of employee voice according to the Chinese who pays much attention to relationship. So this study reviewed past records, and would study the influence in employee voice at public or private through the individual factor of employee (relational identity orientation) and leadership of chief (transformational leadership, and authoritarian leadership). The data collection in this research is survey method. All valid numbers of samples are 189.Here are the findings: (1) more relational identity orientation of employee, more voice to the chief at private; (2) when employee perceive more frequency of transformational leadership, the employee would voice at public more degree; (3) when employee perceive more frequency of authoritarian leadership, the employee would withhold voice at private more degree; (4) the employee perception of authoritarian leadership negatively moderates the relationship between employee relational identity orientation and voice at private. Finally, it would be discussed in this study for main findings and limitations. It would also be discussed future study directions, and theory/management implication.
48
Botha, Monray Marsellus. "Employee participation and voice in companies : a legal perspective / Monray Marsellus Botha." Thesis, 2015. http://hdl.handle.net/10394/14902.
Full textAbstract:
Recently, South African company law underwent a dramatic overhaul through the
introduction of the Companies Act 71 of 2008. Central to company law is the promotion of
corporate governance: companies no longer are accountable to their shareholders only but
to society at large. Leaders should direct company strategy and operations with a view to
achieving the triple bottom-line (economic, social and environmental performance) and,
thus, should manage the business in a sustainable manner. An important question in
company law today: In whose interest should the company be managed?
Corporate governance needs to address the entire span of responsibilities to all
stakeholders of the company, such as customers, employees, shareholders, suppliers and
the community at large. The Companies Act aims to balance the rights and obligations of
shareholders and directors within companies and encourages the efficient and responsible
management of companies. The promotion of human rights is central in the application of
company law: it is extremely important given the significant role of enterprises within the
social and economic life of the nation.
The interests of various stakeholder groups in the context of the corporation as a “social
institution” should be enhanced and protected. Because corporations are a part of society
and the community they are required to be socially responsible and to be more
accountable to all stakeholders in the company. Although directors act in the best interests
of shareholders, collectively, they must also consider the interests of other stakeholders.
Sustainable relationships with all the relevant stakeholders are important. The advancement of social justice is important to corporations in that they should take into
account the Constitution, labour and company law legislation in dealing with social justice
issues.
Employees have become important stakeholders in companies and their needs should be
taken into account in a bigger corporate governance and social responsibility framework.
Consideration of the role of employees in corporations entails notice that the Constitution
grants every person a fundamental right to fair labour practices.
Social as well as political change became evident after South Africa's re-entry into the
world in the 1990s. Change to socio-economic conditions in a developing country is also
evident. These changes have a major influence on South African labour law. Like company
law, labour law, to a large extent, is codified. Like company law, no precise definition of
labour law exists. From the various definitions, labour law covers both the individual and
collective labour law and various role-players are involved. These role-players include trade
unions, employers/companies, employees, and the state. The various relationships
between these parties, ultimately, are what guides a certain outcome if there is a power
play between them.
In 1995 the South African labour market was transformed by the introduction of the
Labour Relations Act 66 of 1995. The LRA remains the primary piece of labour legislation
that governs labour law in South Africa. The notion of industrial democracy and the
transformation of the workplace are central issues in South African labour law. The
constitutional change that have taken place in South Africa, by which the protection of
human rights and the democratisation of the workplace are advanced contributed to these
developments. Before the enactment of the LRA, employee participation and voice were
much-debated topics, locally and internationally. In considering employee participation, it
is essential to take due cognisance of both the labour and company law principles that are
pertinent: the need for workers to have a voice in the workplace and for employers to
manage their corporations. Employee participation and voice should be evident at different levels: from informationsharing
to consultation to joint decision-making. Corporations should enhance systems and
processes that facilitate employee participation and voice in decisions that affect
employees.
The primary research question under investigation is: What role should (and could)
employees play in corporate decision-making in South Africa? The main inquiry of the
thesis, therefore, is to explore the issue of granting a voice to employees in companies, in
particular, the role of employees in the decision-making processes of companies.
The thesis explores various options, including supervisory co-determination as well as
social co-determination, in order to find solutions that will facilitate the achievement of
employee participation and voice in companies in South Africa.LLD, North-West University, Potchefstroom Campus, 2015
49
陳思蕙. "The Study of Relationship between Supervisor Relationship Quality and Employee Voice Behavior." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/61024968189593220861.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
99
Voice behavior is one of the concerned proactive behaviors nowadays. To stand out, the employee’s voice behavior would be a key issue. It not only can improve the organizational performance, but also further enhance the organizational competitiveness. In Chinese context, the "Guan-xi" topic gradually becomes an important role. The research tends to figure out the relationship between supervisor relationship quality and voice behavior, and to see the generalized effect in Chinese context. In addition, organization should provide a safety mechanism to let employees speak out without worrying the consequences. Moreover, the social dynamic factors in workplace would also influence employee’s behavior. Therefore, the research also includes psychological safety and workplace friendship to test the mediation effect between supervisor relationship quality and voice behavior. Furthermore, we aimed to explore the moderated effect of procedure justice on the relationship between supervisor relationship quality and voice behavior as well. Questionnaire survey was used in the study. Subjects in the research were from employees and their supervisors in high-tech corporations in Taiwan. We adopted hierarchical regression to test the hypotheses, and there were 326 paired valid samples to be analyzed. The results showed that supervisor relationship quality was positively related to employee’s voice behavior. Furthermore, it was found that the relationship between supervisor relationship quality and voice behavior is mediated by workplace friendship. However, psychological safety does not mediate the relationship between supervisor relationship quality and voice behavior. Besides, procedure justice shows weakening moderated effect on the relationship between supervisor relationship quality and voice behavior. In sum, the practical implications are as following: Managers and subordinates should establish a good relationship quality, so as to motivate the initiative in demonstrating voice behavior. Besides, to enhance employee voice behavior, friendship mechanism should be stressed in workplace.
50
Makens, Marc Anthony. "Employee voice : the roles of organizational identification, informational justice and power distance." Master's thesis, 2016. http://hdl.handle.net/10400.14/20055.
Full textAbstract:
Partnering with a non-profit organization located in the United States of America, we investigate the effect of organizational identification and information justice on employee voice intentions. In order to provide depth to our study we will investigate the moderation effect of power distance on these two variables and their relationship to employee voice intentions. Findings indicate that organizational identification and information justice positively relate to employee voice intentions, however we did not find that power distance had a significant moderation effect. We conclude that organizational identification and informational justice are antecedents of employee voice behaviors and discuss limitations of the study.Em parceria com uma organização sem fins lucrativos localizada nos Estados Unidos da América, investigamos o efeito da identificação organizacional e da qualidade da informação prestada aos colaboradores sobre as opiniões expressadas por esses mesmos colaboradores. A fim de dar profundidade ao nosso estudo, vamos investigar o efeito de moderação da distância ao poder sobre estas duas variáveis e a relação dessas variáveis com opinião expressa pelos colaboradores. Os resultados indicam que a identificação organizacional e a qualidade da informação se relacionam positivamente com a expressão de opinião. No entanto, não encontrámos um efeito de moderação significativo por parte da distância ao poder. Concluímos que a identificação organizacional e a qualidade da informação são antecedentes dos comportamentos do colaborador em relação à expressão da sua opinião e discutimos limitações do estudo.