Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification
By M. Knoll, Rolf van Dick. 2013
105 citations recorded by the source corpus.
Authenticity is an important concept in positive psychology and has been shown to be related to well-being, health, and leadership effectiveness. The present paper introduces employee authenticity as a predictor of relevant workplace behaviors, namely employee silence and prohibitive voice. Converging evidence across two studies using cross-sectional and longitudinal designs demonstrates that when responding to hypothetical problematic workplace events (Study 1) or actual workplace experiences (Study 2), individual differences in employees’ authenticity predicted more self-reported voice behaviors and less silence that emanated from various motivations. Furthermore, authenticity scores consistently yielded predictive utility over and above the contribution of a broad set of individual and organization-based characteristics. Finally, organizational identification moderated the relation between authenticity and silence, such that for employees with high levels of identification, the relation between authenticity and silence was stronger.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/ccae714e75c06fd386e2fe5f8bbcc8c6433dcbdc
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In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- Workplace bullying and employee silence (2017, background): “Silence is associated with a wide range of detrimental employee outcomes like low commitment, low motivation, job dissatisfaction, low innovation, cynicism, etc. (Knoll and Dick, 2013a; Tangirala and Ramanujam, 2008; Vakola and Bouradas, 2005; Wang and Hsieh, 2013).”