Annual Review of Organizational Psychology and Organizational Behavior· 2014Q1· Review
Employee Voice and Silence
- 1,507citations
- Q1SCImago
- 2014year
Short summary
Employees who speak up with suggestions or concerns (voice) versus those who withhold input (silence) significantly impact organizational outcomes.
AI-generated from the title and abstract; the full text is not read.
Key points
- Upward voice involves employees communicating suggestions, concerns, or opinions to higher organizational positions.
- Employee silence means withholding potentially useful information from the organization.
- Research identifies factors and motivational processes that drive the decision between voice and silence.
- Both voice and silence have significant organizational and individual effects.
AI-generated from the title and abstract; the full text is not read.
Abstract
When employees voluntarily communicate suggestions, concerns, information about problems, or work-related opinions to someone in a higher organizational position, they are engaging in upward voice. When they withhold such input, they are displaying silence and depriving their organization of potentially useful information. In this article, I review the current state of knowledge about the factors and motivational processes that affect whether employees engage in upward voice or remain silent when they have concerns or relevant information to share. I also review the research findings on the organizational and individual effects of employee voice and silence. After presenting an integrated model of antecedents and outcomes, I offer some potentially fruitful questions for future research.
The authors' abstract, as published at the source. Annual Review of Organizational Psychology and Organizational Behavior, 2014 · DOI ↗
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Field: Organizational Behavior and Human Resource Management
Organizational Behavior and Human Resource ManagementBusiness, Management and Accounting