Abstract
This study explores how employees' organization-based self-esteem (OBSE) relates to dissent expression. A sample of 179 employees completed the OBSE and Organizational Dissent Scales. Analysis of variance revealed that employees with high levels of OBSE used articulated dissent strategies more than those with low and moderate OBSE. Additionally, a second hypothesis was partially supported in that employees with low OBSE use latent dissent more than those with high OBSE, but not more than those with moderate levels. Future research directions are proposed.
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