Deciding to voice

Voice behavior, which is defined as discretionary communication of ideas, suggestions, concerns, or opinions about work-related issues with the intent to improve organizational or unit functioning (Morrison, 2011), is considered potentially risky (Liu et al, 2010).

OCB and appraisal

Reference paper:

Whiting, S. W., Podsakoff, P. M., & Pierce, J. R. (2008). Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings. Journal of Applied Psychology, 93(1), 125–139.

LMX, OCB and role perceptions

Reference paper:

Van Dyne, L., Kamdar, D., & Joireman, J. (2008). In-role perceptions buffer the negative impact of low LMX on helping and enhance the positive impact of high LMX on voice. Journal of Applied Psychology; Journal of Applied Psychology, 93(6), 1195.

Predicting citizenship behaviors

In the pursuit of understanding what makes certain organizations exceptionally functioning, a few weeks back I stumbled upon a very interesting construct called OCB. That discretionary behaviors and gestures of employees is key to improve organizational performance has been recognized by management theorists. Such voluntary behaviors, defined as Organizational Citizenship Behaviors (OCBs), can neither be enforced on the basis of formal role obligations nor elicited by contractual guarantee of recompense (Organ, 1990).