Voice Efficacy Research Articles

Unpacking leader critical thinking in employee voice quality and silence frequency

AbstractPrevious research has predominantly examined either voice quantity or quality. We know little about the potential tradeoff between voice quantity and quality and the role of leaders in this tradeoff. This study focused on the dual aspects of voice, examining how and when the same leader attribute facilitates (inhibits) one aspect of voice, but does not facilitate (inhibit) or even hamper (facilitate) the other aspect. Specifically, we proposed that leader critical thinking stimulates the formation of employees' implicit voice theory of the need for solid data or solutions (IVT‐SDS) before one speaks up. This belief boosts the quality of employee voice especially when voice efficacy is high, but increases the frequency of employee silence especially when voice efficacy is low. In Study 1a, we experimentally tested the relationship between leader critical thinking and employees' IVT‐SDS. In Study 1b, we experimentally examined the interactive effect of employees' IVT‐SDS and their voice efficacy on both their voice quality and silence frequency. In Study 2, a multilevel, multi‐wave and multi‐source field study, we tested the entire research model. The results supported our hypotheses. We extend the research on leadership and voice by revealing a potential tradeoff between voice quality and quantity.

New Thoughts on Research Framework for Integrating Leader Voice-Taking Behavior: A Literature Review Based Study

Objective: The purpose of this study is to conduct a relatively comprehensive literature review with leader voice-taking behavior as the core dimension in order to construct a logical quantitative research framework for studying organizational innovation in the hospitality industry. Theoretical Framework: The framework can be used to guide the optimization of management processes in Chinese hospitality industry, especially in response to corporate innovation problems caused by leaders who do not pay attention to the voices of their front-line employees (FLEs). Method: This study used a theoretical integration of a conventional review of literature textual research, drawing on persuasion theory, social information processing theory, and affective event theory to explain a model of leader voice-taking behavior. Results and Discussion: The findings of this paper more systematically integrates the logical relationships between the dimensions related to leader voice-taking behavior, including message factors (promotive voice, prohibitive voice, issue importance, voice directness), source factors (employee’s voice efficacy, value congruence, employee loyalty, employee expertise) and context factors (diversity, LMX) as predictable antecedents of leader voice-taking behavior. On the other hand, FOCC and affective factors (positive emotions, relational energy) are potentially mediating the relationship between leader discourse behavior and service innovation in FLEs. Research Implications: This study provides theoretical support for leadership-employee related behavioral theories, emphasizes the role of voice-taking behavior in corporate innovation, and is instructive for quantitative analysis of Chinese hospitality industry related to this type of research. Originality/Value: This study contributes to the literature review by leader voice-taking behavior. This is academically capable of guiding other related research and has a strong academic value.

How does social media use affect employee voice behaviour?

Social media has become an increasingly important tool for employees to communicate and share their opinions. Yet, there are still some gaps in the social media use research. We investigated leader–member exchange and voice efficacy mediation of social media use on employee voice behaviours. The study sample comprised 359 Chinese environmental protection employees and their 79 leaders. PROCESS model regression results showed that social media use had a significant positive influence on leader–member exchange, employee voice efficacy, and on voice behaviour. Both leader–member exchange and employee voice efficacy partly mediated the influence of social media use on employee voice behaviour. Leader–member exchange mediated the relationship between social media use and employee’s voice behaviours were greater than that of employee voice efficacy. Findings align with social exchange theory and social cognitive theory in that leader–member exchange and voice efficacy played important roles in the relationship between social media use and employee voice behaviour. From these findings, we suggest that organisations should provide timely services and support (social media tools), set exemplary leadership in social media usage, and foster open communication to improve employee voice.

How does leader emotional labor influence employee voice: the mediating roles of psychological safety and perceived voice efficacy

Purpose This study aims to explore the impact of leader emotional labor on employee voice. According to the emotion as information theory and the voice as a deliberate decision-making process framework, this study develops and tests a model that examines the mediating effects of psychological safety and perceived voice efficacy in this relationship. Design/methodology/approach This study conducted two studies to test hypotheses. Study 1 used a quantitative research methodology using a two-wave survey of 435 employees and 58 leaders in China. The research model was analyzed using multilevel path analyses. Study 2 collected 301 full-time employees from Prolific Platform. Hypotheses were tested using Mplus. Findings The results in Study 1 reveal that leader deep acting has a positive indirect relationship with employee voice via psychological safety. Conversely, leader surface acting has a negative indirect effect on employee voice through psychological safety. The results in Study 2 supported the hypotheses. Originality/value This study contributes to the voice as a deliberative process literature by introducing leader emotional labor as an antecedent of voice behavior. Additionally, this study indicates that perceived psychological safety and perceived voice efficacy are two important mediating mechanisms for implementing voice behavior.

The Role of Contextual Voice Efficacy on Employee Voice and Silence

The Role of Contextual Voice Efficacy on Employee Voice and Silence

Efficacy and safety of Maternal voice for Preterm Neonatal Pain: a Systematic Literature Review

Purpose: Pain in neonates, especially in preterm neonates has short effects and long effects. A mother’s voice can stabilize the physiological state, support feeding, reduce pain, and promote growth and development. aimed to analyze the effect and safety of maternal voice for preterm neonatal pain, to provide scientific evidence.Design : The research design used in this study is the systematic literature review. The identification of the study uses a PRISMA flow diagram, and quality assessment uses critical appraisal tools from the Centre for Evidence-Based Medicine. The analyzed data related to the population, intervention, and outcomes (PIO components).Findings: Ten studies were included in this study, ranging from 2018 to 2023. Seven studies showed the significant efficacy of maternal voice in reducing preterm neonatal pain, and three studies no significance. Five studies show maternal voice can reduce pain significantly more than routine care, and two studies use a combination of maternal voice and other non-pharmacological management, including breast milk, taste, Non-nutritive sucking, heartbeat sounds mother voice, and mother touch therapy. Pain parameters use the Pain Scale and serum and salivary cortisol level.Implications: Maternal voice; both live or recorded, voice or heartbeat, was effective and safe in reducing pain sensation in preterm neonates.

The role of contextual voice efficacy on employee voice and silence

AbstractGiven recent studies have begun to question the siloed nature of employee voice research this paper attempts to theorise the boundaries between Organisational Behavior (OB), Human Resource Management (HRM) and Industrial and Employment Relations (I/ER) voice. Researchers examine specific organisational contexts that may influence employees' voice behavior, with OB researchers paying particular attention to the micro contextual influences of leadership behavior and psychological safety climate on individual voice behavior; HR researchers emphasizing the meso role of HR practices that may facilitate employee voice; and I/ER researchers focusing more on how macro institutional supports such as unions and collective bargaining can protect employees and facilitate voice. The paper proposes a model of “contextual voice efficacy” as a bridge between these disparate literatures, and develops propositions as to how OB, HR and I/ER voice mechanisms can combine together in a single model.

Meta-Analysis of Validated Quality of Life Outcomes Following Voice Feminization in Transwomen.

For transwomen undergoing voice feminization interventions, fundamental frequency (F 0 ; vocal pitch) is a commonly reported functional outcome measure in the literature. However, F 0 may not correlate well with improvement in quality of life (QoL). Several validated voice-related QoL instruments have been used to assess QoL improvement in these patients, yet there is no consensus on the most appropriate instrument. This systematic review and meta-analysis aimed to assess the relationship between change in F 0 and QoL improvement following voice feminization, and to compare validated QoL instruments commonly used in this population. PubMed, Cochrane, and Embase. A systematic review was conducted following Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Primary studies of transwomen undergoing voice feminization, reporting validated QoL outcomes were included. Meta-analyses for associations between mean change in QoL score and mean change in F 0 , as well as variations in mean change in QoL score by QoL instrument, were performed using a multilevel mixed effects model. No statistically significant correlation was found between change in F 0 and QoL score improvement post-intervention. Different validated instruments showed statistically significant variation in QoL score change, with the Trans Women Voice Questionnaire (TWVQ) capturing a greater improvement in QoL score relative to other instruments. Lack of correlation between changes in F 0 and QoL improvement further supports that F 0 alone is insufficient to assess the efficacy of voice feminizing interventions. Validated QoL measures are useful adjuncts. Of these, the TWVQ appears to be the most sensitive for measurement of QoL improvement following voice feminization.

Research on Employee Voice Intention: Conceptualization, Scale Development, and Validation Among Enterprises in China.

Expressing opinions and ideas in the workplace is an important aspect of organizational development and employee well-being. However, employee voice intention, which refers to an employee's willingness to share their opinions or ideas, is an area that has received limited attention in research. Therefore, the aim of this study was to develop and validate a reliable measurement tool for employee voice intention. The study followed a three-stage process. First, in-depth interviews were conducted with managers and employees from Chinese companies, resulting in 38 qualitative data points. Second, the employee voice intention scale was developed and validated through two surveys. Exploratory factor analysis (N=264) and confirmatory factor analysis (N=260) were performed, respectively. Third, the predictive validity of the scale was assessed by collecting 366 valid responses across three rounds of questionnaires, using voice efficacy and employee voice behavior as correlational calibration criteria. The study employed grounded theory methodology to analyze the qualitative data collected, resulting in the development of a robust conceptual framework of employee voice intention. This framework is composed of two dimensions: perceived desirability and perceived feasibility, which together capture the key factors that influence whether an employee will express their opinions or ideas within an organizational context. A corresponding measurement scale was developed, consisting of nine measurement items that underwent rigorous testing to ensure their reliability and validity. Furthermore, the results of the empirical study showed that employee voice intention mediated the positive effect of voice efficacy on voice behavior, supporting the scale's predictive validity. This study provides valuable insights into the dimensions of employee voice intention and contributes significantly to the existing literature on this topic by introducing a reliable and valid measurement tool. Furthermore, it advances our understanding of the underlying dimensions associated with this construct.

The Influence Mechanism of Political Skill on Safety Voice Behavior in High-Risk Industries: The Mediating Role of Voice Efficacy

As an important indicator to measure the adaptability and development potential of individuals in an organization, political skill is rarely considered as an antecedent variable in the field of safety voice. This study is based on impression management theory and social cognitive theory. From the perspective of employee self-service-oriented safety voice motivation, we took political skill as a predictor of safety voice behavior and introduced voice efficacy as an intermediary variable to construct a theoretical model of the relationship between political skill, voice efficacy, and safety voice behavior. We used the method of questionnaire to collect data from employees in high-risk industries. SPSS and AMOS software were used as analysis tools to examine the relationship between political skill, voice efficacy, and safety voice behavior. The study results show that: (1) political skill has a significant positive impact on safety voice behavior; and (2) voice efficacy plays a mediating role in the relationship between political skill and safety voice behavior. In this study, a new predictor of safety voice behavior and its mediation mechanism were obtained. Political skill can not only reflect the psychological cognitive ability of individuals in dangerous work environments, but it is also an important manifestation of the social exchanges between employees and organizations. In the special organizational context where China generally values "guanxi", political skill has a stronger ability to predict and explain safety voice behavior. This research can help organizations obtain safety-related suggestions from employees in a timely manner and realize the sustainable development of safety management.

The Mixed Blessing of Turning down Employee Voice with Humor: Implications for Subsequent Voice

Not all employee suggestions can be implemented. How do you turn down suggestions while ensuring employees will voice in the future? In this study, we examine the implications of leaders’ use of humor when turning down employees’ constructive, voiced suggestions. Drawing on social information processing theory, we propose that the use of humor is beneficial for voice safety but detrimental for voice efficacy and, accordingly, indirectly impacts future voice behavior. We also hypothesized that the degree of interpersonal sensitivity that leaders employ in turning down voice with humor will moderate these relationships, such that it strengthens the positive effect of humor on voice safety and weakens the negative effect of humor on voice efficacy. Our study among 345 workers, using a time-lagged design, supported our overall model. Results indicate that using humor when turning down voice can be a double-edged sword in terms of affecting employees’ future voice and using interpersonal sensitivity may be an effective way of capitalizing on the benefits of humor in turning down employee voice. We discuss implications for theory, research, and practice.

Effects of maternal voice on painful procedures in preterm and full‐term infants: A systematic review and meta‐analysis

AbstractBackgroundPreterm and full‐term infants are often exposed to painful procedures during their hospitalization and pain management should be implemented. Maternal voice is a kind of non‐pharmacologic pain management strategy. However, the efficacy of maternal voice on painful procedures is unclear.AimsTo evaluate the effects of maternal voice on painful procedures in preterm and full‐term infants.MethodsWe conducted a systematic search in PubMed, the Cochrane Central Register of Controlled Trials (CENTRAL), Web of Science, EMBASE, CINAHL, Chinese Biomedical Literature Database and ProQuest Dissertation and Theses from inception to March 2022. Review Manager 5.3 was used for data analysis. Random effects model was used for pooling data and the quality of outcomes was assessed by GRADE evidence profiles.ResultsA total of 10 studies were included in this systematic review and meta‐analysis with 323 participants in the intervention groups and 325 in the control groups. The results showed that maternal voice could reduce pain levels during and until 10 min after painful procedures compared with routine care (SMD = −0.78, 95%CI [−1.12, −0.44], Z = 4.44, p < .00001; SMD = −0.36, 95%CI [−0.66, −0.06], Z = 2.33, p = .02; SMD = −0.87, 95%CI [−1.40, −0.34], Z = 3.20, p = .001; SMD = −0.94, 95%CI [−1.48, −0.41], Z = 3.44, p = .0006; SMD = −1.30, 95%CI [−1.59, −1.01], Z = 8.76, p < .00001, respectively). Patients in maternal voice group had a lower increase in heart rate during and until 2 min after painful procedures (all p < .05). Oxygen saturation was significantly higher in maternal voice group during and until 4 min after painful procedures (all p < .05). The results revealed that maternal voice showed statistically significant effects in respiratory rate and comfort levels during the painful procedures (all p < .05).ConclusionThis systematic review and meta‐analysis indicated that maternal voice was effective in reducing procedural pain levels. The vital signs of patients in maternal voice group were more stable.Relevance to Clinical PracticeMaternal voice can be used as an effective non‐pharmacologic intervention to alleviate procedural pain for preterm and full‐term infants during their hospitalization. Because the quality of synthesized evidence was ‘moderate’ to ‘very low’, larger sample size and high quality studies are warranted.

The Multilevel Study on the Impact of High-Performance Human Resource Practices on Employees' Voice Behavior: A Moderated Mediation Model.

Based on the social identity theory, the relationship and influencing mechanism between high-performance human resource practices (HPHRPs) and employees’ voice behavior were explored by constructing a moderated mediation model, and the relationship between the field of human resources and the field of organizational behavior was also established. Through 1,178 paired samples of supervisor-employee survey and multilevel linear model analysis technology, it was found that (1) HPHRPs had a positive impact on employees’ voice behavior; (2) perceived insider status played a mediating role between HPHRPs and voice behavior; (3) voice efficacy played a moderating role between perceived insider status and voice behavior; and (4) voice efficacy played a mediating role in the relationship between “HPHRPs-perceived insider status-voice behavior.”

Too Futile to Speak Up? How Leaders Can Increase Employee Perceived Efficacy of Voice

Although efficacy judgment has been recognized as one key factor leading to employee voice behavior, we still know little about how to help enhance employee perceived efficacy of voice. Based on social cognitive theory, we argue that voice implementation resulted in previous voice episodes plays an important role in shaping employees’ consequent perceived efficacy of voice and thus affect their further engagement in voice behavior. We also theorize the moderating role of perceived implementation rule clarity (i.e., whether voicers perceive that leaders’ implementation decision rules are clear and explicit) in the path of past voice implementation—efficacy—further voice. We collected data from 32 health care teams in a hospital in China, by tracking nurses’ voice proposed in monthly team meetings and their efficacy following leaders’ voice implementation. We found that not all voice implementation produced efficacy benefits for the focal nurses. Voicers experienced efficacy increase and conducted more voice behavior only when they perceived leader’s implementation rule as explicit and clear.

Power and Efficacy of Maternal Voice in Neonatal Intensive Care Units: Implicit Bias and Family-Centered Care.

Implicit bias can lead medical professionals in Neonatal Intensive Care Units (NICUs) to disregard mothers who are Black and economically disadvantaged as they advocate for their infants' health. Disregard can weaken underlying communication principles within the Family-Centered Care (FCC) model of pediatric health in NICUs and increase maternal distress. This study is the first to address communication disregard by examining mothers' perceived power and efficacy of voice with NICU doctors and nurses. We hypothesized that mothers who are Black and economically disadvantaged would report lower efficacy of voice and higher levels of distress as compared to White mothers with higher income. During pre-assessment within a small clinical trial of a parenting intervention, 33 racially and economically diverse mothers, from three Midwest NICUs serving the urban poor, responded to a 14-item measure of maternal power and efficacy of voice and measures of somatization, depression, anxiety and eating/sleeping disorders. Nonparametric examinations assessed the relation of power and efficacy of voice to maternal race, income, and distress. In contrast to White, higher-income mothers, Black, economically disadvantaged mothers reported lower perceived efficacy of voice with doctors (U = 74.5, d = 0.65) and nurses (U = 74.0; d = .0.66). These mothers with lower perceived efficacy with doctors and nurses, reported higher levels of somatization (U = 16.5, d = 1.14; U = 13.5, d = 1.38, respectively) and eating disorders (U = 14.0, d = 1.29; U = 12.0, d = 1.48, respectively). Study results are discussed within the framework of implicit bias in FCC in the NICU, expanding our understanding of effective communicationwith economically stressed,Black mothers.

How does authentic leadership influence employee voice? From the perspective of the theory of planned behavior

Drawing on the theory of planned behavior, this study examines how and when authentic leadership influences employees speaking out (voice toward peers) and speaking up (voice toward the supervisor) by demonstrating psychological safety, psychological ownership, and voice efficacy as key mediating mechanisms, and Chinese traditionality as a crucial boundary condition. A structural equation model analysis of a sample of 316 employee-supervisor dyads from China revealed that voice efficacy uniquely mediated relationships between authentic leadership and speaking up and speaking out, and played the strongest mediating role among the three mediators. A total effect moderation model analysis found that traditionality moderated the direct effects of psychological safety on speaking out, psychological ownership on speaking out, voice efficacy on speaking out, and authentic leadership on voice efficacy. Traditionality moderated the indirect effects of authentic leadership on speaking up and speaking out through voice efficacy and on speaking out through psychological safety and psychological ownership as well, suggesting that these effects were stronger for employees who were high, rather than low, in traditionality. This study contributes to our understanding of how and when authentic leadership influences employee voice and which intermediate mechanism plays the strongest role, and highlights improving voice efficacy and inculcating Chinese traditional values to enhance the effect of authentic leadership and bring about more voice behaviors.

More Depletion, Less Voice? The Role of Implicit Voice Theories and Voice Efficacy

To reconcile prior mixed findings on the relationship between ego depletion and voice, this study introduces self-protective implicit voice beliefs as the key between-level boundary condition that determines whether ego depletion reduces voice. Based on the Quad process model, this study proposes a mediated moderation model and simultaneously considers the effect of implicit voice beliefs and ego depletion when predicting voice behavior. Data was collected from 128 employees across ten work days using an experience sampling methodology. The results indicated that self-protective implicit voice beliefs (SIVBs) moderated the relationship between daily ego depletion and daily voice such that the relationship was more negative when SIVBs were high, but turned insignificant when SIVBs were low. In addition, daily voice efficacy mediated the interaction effect of ego depletion and SIVBs on daily voice. Theoretical and practical implications of these findings were also provided.

Efficacy of voice traps to establish lag-phase management of the sika deer population

Efficacy of voice traps to establish lag-phase management of the sika deer population

Employee Voice Behavior In Organization: Measuring The Influence Of Voice Efficacy Towards Employee Voice Behavior/Abhijeet Singh Chauhan and Naveen Sharma

Employee Voice Behavior In Organization: Measuring The Influence Of Voice Efficacy Towards Employee Voice Behavior/Abhijeet Singh Chauhan and Naveen Sharma

Belief in a Just World and Employee Voice Behavior: The Mediating Roles of Perceived Efficacy and Risk

In this research, we hypothesized that employees’ belief in a just world (BJW) would be positively related to their voice behavior, i.e., the expression of ideas or opinions with the intention of engendering organizational improvement or change, and that this relation would be mediated by perceived voice efficacy and perceived voice risk. To test these hypotheses, we collected self-reported data from employees in two different countries: China (N = 313) and Germany (N = 190). The results revealed a positive association between BJW and employee voice behavior in both samples. The two-mediator model was confirmed in the Chinese sample, while only perceived voice efficacy played a mediating role in the German sample. Possible reasons for these differences may be related to differences in cultural dimensions and education levels between the samples. The findings emphasize the importance of bolstering employees’ belief in justice and the organizational climate, which influence perceived voice efficacy and risk, as means to increase organizational voice behavior.