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Administrative Science Quarterly
The Voice Cultivation Process: How Team Members Can Help Upward Voice Live on to ImplementationThe upward voicing of ideas is vital to organizational performance. Yet power differences between voicers and those with authority may result in valuable ideas being overlooked. In this ethnographic, 31-month longitudinal study of a multi-disciplinary team in the healthcare sector, we examine how upwardly voiced ideas can endure to reach implementation. Of 208 upwardly voiced ideas, most were rejected in the moment, but 49 reached implementation despite appearing to be initially rejected. These ideas were kept alive by other team members who later drew upon and revived the initial ideas through what we call the voice cultivation process. We detail this process and describe five pathways through which voiced ideas stayed alive to reach implementation by overcoming different forms of resistance. We illustrate how the allyship of others can help voice live on beyond its initial utterance to reach implementation and generate change, even when the person who initially spoke up is no long...
Advancing Women in Leadership Journal
Voices of LeadershipPrevious research shows that voice pitch plays a significant role in leadership selection (Mayew et al., 2013) and that moremasculine traits, including voice pitch, are typically associated with successful individuals in leadership roles. The present studyextended prior research by examining how sex and gender characteristics of voices influence the perception of leadershipqualities within a military environment. Specifically, the design of the study was a 2 (sex of voice: male, female) × 2 (gender ofvoice: masculinized, feminized) × 2 (sex of participant; man, woman) mixed model design, with the sex and gender of voiceserving as the within subjects factors, sex of participant as a between subjects factor, and ratings of military leadership potentialserving as the dependent variable. Results from an analysis of variance showed that participants rated men’s voices significantlyhigher than women’s voices for leadership potential. However, feminine voices were rated significantly highe...
The conventional wisdom is that voice leads to desirable outcomes for organizations. However, this is most certainly an oversimplification. Of the over 1,000 studies examining the impact of voice in organizations, the implications of voice vary by the level of the organization (individual, group, organization) as well as the outcome of interest (e.g., group harmony vs. job satisfaction). In this article, we draw from the diverse literatures examining the impact of voice to integrate the theoretical frameworks and empirical results for voice outcomes across organizational levels. To do so, we start with a discussion of the definition and development of voice as a construct, beginning with Hirschman's seminal work on voice/exit/loyalty. We then review the theoretical frameworks within each level that explain the effect of voice on outcomes, highlight the role of mediating or moderating mechanisms, and discuss directions for future research. Finally, we emphasize emerging trends in the study of voice and suggest areas in which the various literatures may benefit from borrowing across fields and levels of interest to produce a more comprehensive, theoretically grounded, and cohesive body of work.
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Cogent Business & Management
Leader Effectiveness – The Missing Link in the Relationship Between Employee Voice and EngagementOrganizational voice described as employees' attitude of expressing their opinions to influence organizational activities reluctantly has three varieties of " acquiescent voice " including acquiescence behaviour relying on submission; " defensive voice " including self-defence behaviour because of a certain fear; and " prosocial voice " behaviour toward others relying on cooperation; and these varieties differentiate according to the motives underneath of organizational voice. In the present study, it was investigated whether organizational voice behaviour and varieties of organizational voice behaviour significant origin of organizational change and development exhibit significant difference according to the demographical variables, or not. To that end, a survey study was conducted on the white-collar employees of the Denizli City companies ranked in the ISO 500 list. In the analysis of data collected from 202 white-collar employees, T-Test and ANOVA methods were employed. As a result of these analyses, it was revealed that organizational voice behaviour varieties displayed by employees were not significantly correlated with any demographical variable statistically.
European Scientific Journal
Organizational Voice Behaviour and its Investigation in Terms of Organizational Variables2016 •
Organizational voice described as employees' attitude of expressing their opinions to influence organizational activities reluctantly has three varieties of "acquiescent voice" including acquiescence behaviour relying on submission; "defensive voice" including self-defence behaviour because of a certain fear; and "prosocial voice" behaviour toward others relying on cooperation; and these varieties differentiate according to the motives underneath of organizational voice. In the present study, it was investigated whether organizational voice behaviour and varieties of organizational voice behaviour significant origin of organizational change and development exhibit significant difference according to the demographical variables, or not. To that end, a survey study was conducted on the white-collar employees of the Denizli City companies ranked in the ISO 500 list. In the analysis of data collected from 202 white-collar employees, T-Test and ANOVA methods were employed. As a result of these analyses, it was revealed that organizational voice behaviour varieties displayed by employees were not significantly correlated with any demographical variable statistically.
LEADERSHIP VOICES ™: Values, Proactive Management, and Consciousness Irby, Linda C., Ed.D. Seattle University, 2001. 241 pp. UMI Number: 3041369 This study is intended to be operationally beneficial to contemporary business leaders and managers. This research considered whether or not survey participants realized that their Voice reflected their values? And, did questionnaire respondent’s values include any religious or spiritual propensity they might hold. The research focused on identifying the common Voices, if any, among sacred values, proactive management principles, and community consciousness. The author derived the term “Leadership Voices ™ to represent the common element identified when leadership principles presented in Christian tenets (as practiced within the United States) are compared to proactive management principles. ***** NEW BOOK TO BE RELEASED SEPTEMBER 2021! ***** "CHRIST CONSCIOUSNESS: Voice is energy, energy creates form. Dr. Linda Irby This book starts with the premise (based on my 2002 doctoral dissertation), “Leadership Voices™: Values, Proactive Management, and Consciousness,” that consciousness is not something to be obtained, but something each of us has and we “just have to” recognize our inextricable and unbreakable connection. In tumultuous, sustained predatory deadly pandemic, fiscally consumptive, and sustained emotional and physical isolation: is your spirit evaporating? Core values need to work “hand-in-hand” with accurate discernment to make decisions: thus Christ Consciousness. Our core values should be deliberately considered daily as we make our zillions of small decisions, so when perilous life decisions occur, we are automatedly grounded. Both change and chaos influence the Transformational Leader’s competencies and her ability to influence others to accomplish desired outcome. The leader should have the ability to adapt problem-solving styles to the situation, help others invest in inclusive, common core values, goals, and visions. Typically we tend to want both stability and then want change for variety. However, we want “the change” to be convenient, not threatening or compromise our core values. Our core values are those non-negotiable values we are willing to die for rather than renege. When “core values” are considered a wish list, and “consciousness is a social cliché: then civil disobedience, psychopathic, narcissistic and authoritarian behaviors prevail. At this stage, life hovers in the berserk category. Christ’s Consciousness is being mindful, inquisitive, chronicling, and analyzing. This process of outward observation and inward self-reflective review facilitates learning new information, assessing data, and coming to either a conclusion(s) or reasonable inferences. Sometimes there is insufficient time to completely weigh all options, align options with your core values, and then act. When the capability to consider and analyze is time-limited, for whatever reason, then you will have to make the best decision based on the information you have. One’s discernment and being consciously aware facilitates the best decisions. (See full synopsis below. Includes for your review, book cover, book synopsis, and full Table of Contents for your review.)
AFOMEDI Conference, Taïwan, Academia Sinica, Spaces of Familiarity, Spaces of Difference in the Mediterranean
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Religious Studies Review
New Testament Textual Criticism: The Application of Thoroughgoing Principles: Essays on Manuscripts and Textual Variation - By J. K. Elliott2011 •
TEPEXI Boletín Científico de la Escuela Superior Tepeji del Río
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تأثیرفنآوریهای اطلاعاتی و ارتباطی بر سازگاری زیست محیطی شهروندان: مطالعة نگرش فعالان محیط زیست--- Studying the Influence of ICTs on Environmental Adaptation: A study on the attitudes of environmental activists2023 •
Pakistan Journal of Medical and Health Sciences
Knowledge, Attitude and Perception of Pregnant Women towards Hepatitis ERecent Trends in Data Science and its Applications
Cardio Vascular Disease Prediction Using Multiple Machine Learning AlgorithmsState and regions. Series: Economics and Business
The Banking Union of the Eu: Determining System Pillars in the Context of Ensuring Sustainable, Inclusive, and Smart Growth2020 •
Research Square (Research Square)
Bibliometric Indices as Indicators of Research Output: Analyzing Anesthesiologists as a Paradigm for Surgical Disciplines2023 •
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Indian Social Science Review
Education and Development: Lessons From Asian Experience2001 •
The Journal of Organic Chemistry
Correction to “Triple Benzannulation of Naphthalene via a 1,3,6-Naphthotriyne Synthetic Equivalent. Synthesis of Dibenz[ a , c ]anthracene”2015 •
South East European Journal of Economics and Business
Selection and Implementation of ERP Systems: A Comparison of SAP implementation between BIH and Turkey2012 •