Voice Climate, Supervisor Undermining, and Work Outcomes

By M. Frazier, W. M. Bowler. 2015

258 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/630b383f043d49ec03c61ac63d46e8bd0ddc4684

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Core Self-Evaluations and Employee Voice Behavior (2017, background): “Given the much demonstrated positive consequences of voice behavior, research has focused on understanding its antecedents (Detert & Burris, 2007; Frazier & Bowler, 2015; Janssen & Gao, 2015; LePine & Van Dyne, 2001; Liang, Farh, & Farh, 2012; Morrison, Wheeler-Smith, & Kamdar, 2011; Tangirala,…”
Group Ethical Voice (2017, background): “…voice at the group level because prior research indicates that group voice offers protection to the individual, reflects shared concerns from a work unit, delivers greater social influence, and thus is more likely to attract attention from management (Frazier & Bowler, 2015; Walumbwa et al., 2012).”
Speaking Up When Water Is Murky: An Uncertainty-Based Model Linking Perceived Organizational Politics to Employee Voice (2018, unknown): “…problem solving and work processes (Detert & Burris, 2007), effective team learning and productivity (Detert, Burris, Harrison, & Martin, 2013; Frazier & Bowler, 2015; Li, Liao, Tangirala, & Firth, 2017; Morrison, Wheeler-Smith, & Kamdar, 2011), and better organizational service and financial…”
Transformational leadership and employee voice behavior : a Pygmalion mechanism. (2017, unknown): “Employees’ voice behavior has been positively linked to desirable outcomes such as individual job performance and work unit or organizational effectiveness (e.g., Kim, MacDuffie, & Pil, 2010; Frazier & Bowler, 2015; Lam & Mayer, 2014; Ng & Feldman, 2012; Whiting, Podsakoff, & Pierce, 2008).”
The Joint Moderating Effects of Activated Negative Moods and Group Voice Climate on the Relationship between Power Distance Orientation and Employee Voice Behavior (2017, background): “doi: 10.1111/apps.12096 performance (Frazier & Bowler, 2015), and a more successful implementation of new practices (Edmondson, 2003).”
Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality (2018, background): “(p. 526) Supporting this view, group-level voice has been shown to be positively related to group performance (Frazier & Bowler, 2015).”