Organizational Dissent, Organizational Culture and Communication: A Conceptual Framework

Abstract

Employee voice behavior has been the subject of many research due to its proactive solutions and contributions to processes and practices in the organization as well as its positive effects on employee behavior. As one of the forms of voice behavior, the concept of organizational dissent also has attracted the attention of scholars in recent years, especially due to providing the opportunities of sharing the employees’ dissatisfaction and the problematic issues in the organization. With this regard, the aim of this study is to investigate the effect organizational culture and organizational communication on organizational dissent. In this context, it is argued that high-quality communication and organizational culture allowing employees to share their ideas leads them to freely express controversial issues through the dissent. Especially strong relationship between supervisors and subordinates facilitates the articulated dissent. Besides, in terms of organizational culture, adaptability based organizational culture will utilize from organizational dissent to keep up with rapid changes in the organizational environment. Involvement based culture also supports employees for dissent expression as a result of given importance to employee empowerment, interaction within the organization and increasing the efficiency of the decision-making process. Finally, this model proposal is expected to be beneficial for researchers and practitioners.