Reference paper:
Burris, E. R., Detert, J. R., & Romney, A. C. (2012). Speaking Up vs. Being Heard: The Disagreement Around and Outcomes of Employee Voice. Organization Science.Conclusion:
(A 50-word quick summary from my understanding)
Agreement between employees and managers that employees display high level of voice leads to favorable outcomes for employees. Negative outcomes (in terms of performance or involuntary turnover) arise as a result of employees overestimating their voice relative to manager's perspective, and positive outcomes result when employees underestimate their voice.Quick Notes/queries:
(For my further delving)
- Is overestimation/underestimation based on frequency of voice? How about overestimation/underestimation of the usefulness/impact of voice?
- Would the outcomes be differential when other OCBs are also taken into consideration? (for ex - overestimation of voice and underestimation of helping - how would this impact employee performance?)
- Is there a pattern of voice behavior over time in response to target/organization response?
- Does the employee-manager voice perceptions grow closer or farther over time?
- How do voice agreement/disagreement between employee - manager influence voice behaviors of others in the group?
- What are the antecedents of voice agreement and disagreement?
- Do employees and supervisors differ on what constitutes a prosocial voice?
- Is the correlation here with employee performance rating or employee performance?
- Why does overestimation case ignore the possibility of managers not providing the due credit to the extent of voice? (for ex - when manager feels threatened by employee voice, s/he might subdue it; or manager might not register the voice as s/he perceives it to be not useful)
- Does underestimation here account for the possibility that focal employee is not aware of the frequency of his/her voice or of the extent of positive consequences of the voice?
- How are those focal employees categorized as overestimators of voice viewed by peers/group?
- Managerial rating of performance of focal employee usually is also influenced by informal or formal feedback (either proactively sought or unsolicited) by other group members of the focal employee. So how is group perceptions of focal employee voice behavior related to employee performance?
- How different would the pattern of voice agreement/disagreement <-> performance be in knowledge-intensive industries as compared to low-skill industries?
- How do individual voice episodes cloud the perceptions of aggregate voice behavior?