Exploring the relationship between workplace freedom of speech, organizational identification, and employee dissent

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Instructional Dissent in the College Classroom (2011, background): “Subsequent research has suggested that organizational dissent expression is a function of superior subordinate relationship quality (Kassing, 2000a), workplace freedom of speech (Kassing, 2000b), organizational burnout syndrome (Avtgis, D ow nl oa de d by [ ] a t 1 4: 57 0 1 A ug us t 2…”
Crossing the line(s): A dual threshold model of anger in organizations (2007, background): “…on upward organizational dissent—in which employee expressions more obviously reflect dissatisfaction and negative affect— reports its connection to higher-quality relationships with supervisors, along with enhanced employee satisfaction and organizational identification (Kassing, 2000a,b, 2001).”
Volunteering an Opinion (2011, background): “This is an important question because the reason a person volunteers is likely related to that person’s commitment to the organization (Tschirhart, Mesch, Perry, Miller, & Lee, 2001), and commitment has been related to employee voice (Kassing, 2000).”
Dissent Expression as an Indicator of Work Engagement and Intention to Leave (2012, background): “…relationship that exists between upward dissent and organizational climates open to employee voice (Kassing, 1998, 2000a, 2008) or the established relationships between upward dissent and employee satisfaction, organizational commitment, and employee identification (Kassing, 1998, 2000a).”