Reference paper:
Tangirala, S., & Ramanujam, R. (2008). Exploring nonlinearity in employee voice: The effects of personal control and organizational identification. The Academy of Management Journal ARCHIVE, 51(6), 1189–1203.Conclusion:
(A 50-word quick summary from my understanding)
The combination of strong organizational identification and high personal control increased voice, and combination of strong organizational identification and low personal control reduced voice. In particular, the relationship between personal control (employee's perception of autonomy and impact at work) and voice was, as hypothesized, U-shaped, and moderated by organizational identification.Quick Notes/queries:
(For my further delving)
- How does voice relate to innovation and intrapreneurial organization context?
- How does voice relate to readiness to respond to unexpected situations?
- How is voice correlated to other communication-related constructs such as whistle-blowing?
- How is subject of voice (such as change-oriented ideas or personal grievance) related to antecedents?
- Could non-work related social cues predict voice behavior?
- Are the voice characteristics distinct at different levels in the organizational hierarchy?
- How is intrinsic work motivation related to voice?
- How distinct is voice behavior in voluntary organizational settings where perhaps potential risk of participant is low, potential consequences on the beneficiary is high, organizational identification is high and personal control (autonomy and impact) is high?