Reference paper:
Detert, J. R., & Edmondson, A. C. (2011). Implicit voice theories: Taken-for-granted rules of self-censorship at work. The Academy of Management Journal (AMJ), 54(3), 461–488.Conclusion:
(A 50-word quick summary from my understanding)
Implicit voice theories are widely held and underlie reluctance to voice. Particularly, five implicit voice theories - Presumed target identification, need for solid data/solutions to speak up, "don't bypass the boss", "don't embarrass the boss" and negative consequences of voice - were shown to significantly augment the explanation for silence.Quick Notes/queries:
(For my further delving)
- What factors shape the development, use, reinforcement and overcoming of implicit voice theories?
- What are the causes of implicit theories? (such as distant incident in life, work history, nonworking experiences that shape orientation to authority such as childhood, school, parental style, perceptions of parent's work experiences)
- What strong environmental stimuli could activate alternative emotions, schemata and action tendencies that attenuate or amplify implicit voice theories? What norms or proactive practices could organizations adopt to successfully override fear's silencing effects?
- What implicit theories do managers and peers hold about employees who speak-up and employees who remain silent? How do these influence receptiveness of voice , voice behavior of the subordinates, voice efficacy and safety? How do these implicit theories vary across cultures and nations?
- What implicit theories are specific to individuals, organizations, cultures or countries?
- In a multi-national enterprise what implicit voice theories do people of one nationality hold about those from others? How does this influence voice behavior?
- In poly-ethnic organizations what implicit voice theories do people of one ethnic background hold about other ethnic groups? How do these differ from highly polyethnic organizations as against low polyethnic organizations?
- Do organizations from high polyethnicity countries (such as US) hold certain implicit voice theories? Similarly, how about those organizations from low polyethnicity (such as Japan)?
- How do implicit theories influence promotive voice vs prohibitive voice?
- How do employees arrive at the decision that voice is 'out of place'?
- According to Kirton's Adaptor-Innovator theory (1976), there are certain people who tend to accept problem and stay within current paradigms, while working to generate conventional and less disruptive solutions, and then there are others who tend to abandon current paradigms and redefine the problem. How differently do these different cognitive styles relate to voice behavior?