Latent Dissent Research Articles

The overlap between workplace bullying and organizational dissent in New Zealand

Purpose This study aims to examine the extent to which organizational dissent predicts perception of workplace bullying. As previous studies have reported inconsistent and sometimes contradictory results regarding the interaction between the reporting of bullying and demographic variables, these variables are examined in the New Zealand context. Organizational communication research provides considerable insight into the ways individuals make sense of and resist workplace bullying through juxtaposition with the concepts of dissent and intragroup conflict. Design/methodology/approach A nationally representative sample of managers in New Zealand (n = 239) was conducted. Surveys included demographic questions and the following measures: Organizational Dissent Scale and Negative Acts Questionnaire Revised Scale. Findings Key results and indications for further research are highlighted by the third model in this study. First, workers who reported they engaged in either articulated dissent or latent dissent were more likely to perceive workplace bullying. Second, workers who are more likely to express contrary opinions in the workplace are more likely to recognize, acknowledge and tolerate less positive interactions in the workplace such as bullying. Originality/value To the best of the authors’ knowledge, this study is the first to analyze dissent and bullying in the New Zealand context. Second, this research raises the question of whether there is a conflation of work-related bullying behaviors and bad leadership styles that may not be targeted (e.g. authoritative leadership and micromanaging). Finally, communication research provides a distinctive contribution by exploring the narrative form of worker responses to perceived bullying. In this manuscript, the authors examine potential predictors on the perception of workplace bullying in the context of New Zealand, particularly focus on the relationship between dissent and the perception of workplace bullying.

Challenging the rules of the game: clientelism and dissent in the Middle East

ABSTRACT Since 2010, waves of protest have ebbed and now largely faded across the Arab states of the Middle East, and authoritarian politics there appear to be stronger than ever. Has dissent disappeared, or merely become harder to notice? I argue in this article that clientelism serves as an important locus of latent dissent in the Middle East, one that calls into question the legitimacy of authoritarian regimes, though it often happens away from public view. Employing data from four waves of the Arab Barometer, however, I show that the more citizens perceive clientelism to be prevalent in society, the less likely they are to willingly obey their government when they disagree with it. This finding is most pronounced among those most on the fence about obeying the government in the first place, and during periods in which overt dissent is least apparent. Clientelism beliefs also increase support for democratic alternatives in the most recent data. In addition, while clientelism should increase voting and election-related mobilization, I find inconsistent results across time. This article complicates our current understanding of the role clientelism plays in authoritarian states, and it sheds new light on the “client side” of the patron-client relationship.

An investigation on the effect of enneagram types on organisational dissent

The purpose of this study is to examine the effect of Enneagram personality types on organisational dissent strategies. A convenience sampling was used and 509 Turkish participants completed the online survey questionnaire. Basic Linear Regression Analysis using SPSS 24.0 was used to analyse the data. The results show that “the Peacemaker” and “the Helper” have a negative effect on organisational dissent. On the other hand, “the Adventurer” and “the Skeptic” personality types have a positive effect on organisational dissent. For articulated dissent, the Peace-maker” and “the Helper” both have a negative effect whereas “the Adventurer” type has a high positive effect. Lastly “the Observer” and “the Skeptic” have a positive effect on latent dissent. Considering these results, it can be said that extraverted and fearless employees use articulated dissent more. In addition, latent dissent is used more by employees who have commitment to the job and who like to keep quiet and focus on the task at hand rather than to create an unexpected result. Overall, the results support the association between certain Enneagram personality types and employee dissent. Organisations might use the findings to create a more open and democratic organisational climate that supports the expression of different ideas and thoughts in order to achieve greater success in the employees’ personal targets and organisational targets. Organisational leaders may apply the study outcomes regarding the role of employee personality to create an objective employee selection process in order to find and assign the right person to the right job.

Investigating the effects of online communication apprehension and digital technology anxiety on organizational dissent in virtual teams

Working in virtual teams has become increasingly common in contemporary workplaces with technology that allows teams to collaborate online without being present in the same physical space. For some employees, communicating via virtual technologies such as email, phone, video conferences or applications to work in teams can cause anxiety, which in turn may influence their decision to engage in organizational dissent. This study examines the impact of two forms of online anxiety on employees' virtual organizational dissent: online communication apprehension and digital technology anxiety. The effects of age, technical skills, the portion of workload done virtually, and previous experience in virtual teamwork were included in the study as control variables. Using factorial analysis and structural equation modeling, the results from 321 volunteer employees of various US organizations (males = 135, females = 184, others = 2) were analyzed. The results show that the two forms of online anxiety and technical skills generally increase organizational dissent and aging significantly decreases virtual latent dissent. The study's findings support the social compensation hypothesis of online media use.

Political Imprisonment and Protest Mobilization: Evidence From the GDR

How does political imprisonment influence anti-regime protest? We argue that political imprisonment facilitates rather than stifles protest. Political imprisonment is a salient indicator of arbitrary rule creating ‘embodied grievances’. It enables the formation of dissident networks within prisons, and serves as a legitimating credential for former inmates to lead resistance. These mechanisms imply that political imprisonment is a self-defeating strategy, making it easier for the opposition to overcome their collective action problem. We test our argument with subnational data from the German Democratic Republic between 1984 and 1989. To account for endogenous latent dissent, we use originally collected archival data on local surveillance operations. Exploiting daily variation in the timing of protests in 1989, we analyze the long-term impact of political imprisonment on mobilization. Results from survival analyses lend support to our hypothesized relationship. Combined with semi-structured interviews to probe our mechanisms, our findings suggest that political imprisonment increases the likelihood of protest mobilization.

Supervisor Listening as a Predictor of Subordinate Dissent

The purpose of this study was to understand how supervisor active-empathetic listening skills ultimately influence their subordinates’ dissent behaviors. The data were consistent with a model in which supervisors’ listening skills influenced subordinates’ dissent behaviors through the mediation of trust in their supervisor. Of the active-empathetic listening skills, responding was the strongest predictor. The better supervisors’ listening skills, the more likely subordinates were to engage in articulated dissent, but the worse supervisors’ listening skills, the more likely subordinates were to engage in latent dissent.

THE ROLE OF ORGANIZATIONAL CULTURE IN FORMING ORGANIZATIONAL DISSENT: A RESEARCH ON WHITE-COLLAR EMPLOYEES

In this study, along with organizational culture, organizational dissent which becomes more important in terms of national and international literature in recent years is discussed. This study aims to answer the question of how organizational dissent perception is shaped within the context of organizational culture. In this study, in which quantitative research methods were used, a questionnaire was applied to 211 white-collar private sector employees working in companies in the organized industrial zone in Duzce, Turkey. In the SPSS 18.0 program with the obtained data, correlation analysis was carried out with T-tests and Anova over the demographic variables, while the data were subjected to multiple regression in the AMOS 23.0 program by path analysis. As a result of the path analysis, it was determined that the clan culture, which is one of the sub-dimensions of organizational culture, has a negative effect on the questioning and latent dissent from the sub-dimensions of the organizational dissent. While the culture of adhocracy has a positive effect on the constructive articulated dissent, the hierarchy culture has a negative effect on the constructive articulated dissent and positive effect on latent dissent. These results are expected to demonstrate the importance of organizational dissent in organizational culture for employees and businesses and contribute to the development of the literature.

An Exploration of the Relationships between Organizational Dissent, Employee Burnout, and Work-family Balance: A Cross-cultural Comparison between China and Finland

ABSTRACT Exhausted employees who fail to achieve work-life balance are likely to withdraw their engagement and voice in organizations. The current study explored relationships between work-family balance, employee burnout, and organizational dissent utilizing a cross-cultural sample. Through an analysis of 203 individuals from China and 112 individuals from Finland, the following was found: emotional fatigue, a dimension of employee burnout, is negatively related to articulated dissent and positively related to latent dissent. Furthermore, employees who receive managerial support for prioritizing family issues tend to express more articulated dissent. Additional analyses indicated that national culture has an impact on the relationships between employee burnout, work-family balance, and organizational dissent. Implications and limitations of the study are further discussed.

Exploring the Relationships between Employee Burnout, Organizational Dissent and Work-family Culture in Russian Organizations

ABSTRACTEmployees who fail to balance work and life responsibilities are likely to experience job burnout and, ultimately, withdraw their engagement and voice in the workplace. The current study explored the relationships between employee burnout, work-family balance, and organizational dissent. More importantly, these relationships were tested in an under-researched and culturally unique context, Russia. Data collected from 232 full-time employees in the Perm region were analysed using multiple regression analysis. Analysis revealed that employee burnout is negatively related to articulated dissent and positively related to latent dissent. Furthermore, employees who receive managerial support for prioritizing family issues are less likely to experience job burnout. The influences of national culture and macroeconomic factors on the tested relationships are further discussed

ÖRGÜTSEL MUHALEFETİN KİŞİSEL DEĞERLER VE PSİKOLOJİK İYİ OLUŞ İLE İLİŞKİNİN İNCELENMESİ

Bu çalışmanın temel amacı, örgütsel muhalefetin kişisel değerler ve psikolojik iyi oluş ile ilişkisini incelemektir. Araştırmanın verileri, Kocaeli ilindeki çeşitli kamu kurumlarının 272 çalışanından anket soru formu ile toplanmıştır. Değişkenler arasındaki ilişkiler yapısal eşitlik modellemesi kullanılarak analiz edilmiştir. Araştırma sonuçlarına göre; özgenişletim yer değiştirmiş muhalefet üzerinde pozitif bir etkiye, yeniliğe açıklık dikey muhalefet ile yer değiştirmiş muhalefet üzerinde pozitif bir etkiye ve özaşkınlık ise yatay muhalefet üzerinde pozitif bir etkiye sahiptir. Ayrıca dikey muhalefet psikolojik iyi oluş üzerinde pozitif bir etkiye sahiptir. Dolayısıyla bu çalışma, örgütsel muhalefetin bireysel öncüllerine ve ardıllarına dair önemli sonuçlar ortaya koymaktadır.

ÖRGÜTSEL MUHALEFETİN KİŞİSEL DEĞERLER VE PSİKOLOJİK İYİ OLUŞ İLE İLİŞKİNİN İNCELENMESİ

The main purpose of the study is to examine the relationship of organizational dissent with personal values and psychological well-being. The research data were collected from 272 employees of various public institutions in the province of Kocaeli through a questionnaire. Relationships between variables were analyzed using structural equation model. According to results of the study; self-enhancement has a positive effect on displaced dissent; openness to change has a positive effect on articulated dissent and displaced dissent and, self-transcendence has a positive effect on latent dissent. In addition, the articulated dissent has a positive effect on psychological well-being. So, this study presents important results about the individual antecedents and consequences of organizational dissent.

The relationship between organizational dissent and workplace freedom of speech: A cross-cultural analysis in Singapore

AbstractThis study is a test of the relationship between organizational dissent and the perception of workplace freedom of speech in Singapore. Through a quantitative analysis of 384 individuals in Singapore, the following was found: articulated dissent and latent dissent are positively correlated with workplace freedom of speech. In addition, multiple analysis of covariance analyses revealed nation of birth exerted considerable influence on articulated dissent, and latent dissent, but not on workplace freedom of speech. The results provide evidence of how nation of birth is related to an individual’s willingness to express dissent. Theoretical and practical implications for research into organizational behavior are discussed.

English

The aim of this study is to find out whether there is a significant relationship between perceived political discrimination and dissent behaviour displayed by primary school teachers. This study was designed with correlational research method and survey technique was used to collect data. Primary school teachers working in Tuzla, Istanbul constitute the research population of the study. 362 teachers willing to answer the scales participated in the study. The data were collected through the Political Discrimination Scale for Teachers developed by Keskinkılıç-Kara and Büyüköksüz (2013) and Dissent Behaviours Scale developed by Özdemir (2013). The results have shown that the level of discrimination in administrative issues perceived by teacher is “high” and the level of discrimination in social relations “medium”. The level of political discrimination perceived by teachers does not significantly differ by gender, age, seniority or duration of employment at the institution. It has been found that there is a significant positive relationship between the administrative discrimination sub-dimension of political discrimination and the latent dissent sub-dimension of organizational dissent and that discrimination in administrative issues is a low predictor of latent dissent. Key words: Discrimination, political discrimination, organizational dissent.

Latent dynamics of movement formation: The Kurdish case in Turkey (1940s–1960s)

The attention of social movement studies has so far tended to focus on visible phases of movements, neglecting latent ones. This study argues that invisible mobilizations may be critical in preparing the groundwork of public mobilizations, particularly in authoritarian contexts. Using a process-oriented constructivist account of mobilization which incorporates insights from resistance studies, this article analyzes the Kurdish case in Turkey in the authoritarian 1940s and semi-authoritarian 1950s. Based on in-depth interviews, memoirs, newspaper reports, and official documents, it is demonstrated that a latent Kurdish dissent emerged in this period through the constitution of a sense of shared grievance and common identity both in hidden ways within the submerged networks of Kurdish students and professionals, and in public and visible, yet disguised, ways. Incubating the movement out of the gaze of the authorities within the authoritarian context, this latent dissent formed the groundwork of public acts of defiance and mobilization which emerged towards the end of the 1950s as the political changes encouraged Kurdish dissenters to publicly declare their opposition, and expanded in the more liberal context of the 1960s.

A Cross-Cultural Analysis of Organizational Dissent and Workplace Freedom in Five European Economies

Individuals in five European countries—Finland, France, Germany, Spain, and the United Kingdom (n = 1184)—completed a survey exploring the relationship between organizational dissent and workplace freedom of speech. Results revealed workplace freedom of speech is positively correlated with dissent among the entire sample in France and in Germany. Results in Spain were nonsignificant. In the United Kingdom, there was a negative relationship between workplace freedom of speech and dissent. There was a negative relationship between workplace freedom of speech and articulated dissent and a positive relationship with latent dissent in Finland. Moreover, MANCOVA testing showed nationality to have a significant effect on organizational dissent and workplace freedom of speech. Germans scored the highest on dissent and workplace freedom with Spain scoring the lowest.

Organizational Dissent and Argumentativeness: A Comparative Analysis between American and Indian Organizations

Individuals were recruited from India (1111) and the United States (1087) to complete a survey analyzing the relationship between organizational dissent and argumentativeness. Correlation analysis revealed contrary to previous research, argumentativeness and the three types of organizational dissent were not positively correlated. Hierarchical regression modeling illustrated nationality to have a significant effect on the relationship between argumentativeness and displaced dissent and between argumentativeness and latent dissent. An individual's organizational tenure did not significantly influence the relationship between dissent and argumentativeness. Significant effects emerged between dissent and argumentativeness for the interaction between nationality and an individual's organizational tenure.

Organizational Dissent as a Function of Organizational Justice

This study examined the relationships between perceptions of organizational justice and enacting organizational dissent. Participants were 107 full-time employees working in various organizations. Results indicated that employee perceptions of distributive and interpersonal justice negatively predicted latent dissent, while perceptions of informational justice positively predicted latent dissent. Perceptions of interpersonal justice were the strongest predictor of latent dissent. Perceptions of justice were not related to articulated or displaced dissent. Future research should continue to explore triggering agents of dissent in organizations.

Disagreeing about What's Fair: Exploring the Relationship between Perceptions of Justice and Employee Dissent

This study examined the relationship between employees' perceptions of justice within their organizations and their tendencies for expressing dissent. A sample of full-time working adults (N = 141) completed a survey instrument. Results indicated that managers' perceptions of justice related positively to their use of upward dissent and negatively to their use of displaced dissent, and that non-managers' perceptions of justice related negatively to their use of latent and displaced dissent. Overall, the findings suggest that although managers and non-managers respond differently to perceptions of justice, how fair employees perceive organizational decision-making practices to be relates to their dissent expression.

The Role of Organization-Based Self-Esteem in Employee Dissent Expression

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.

The Influence of Employee Burnout Syndrome on the Expression of Organizational Dissent

The purpose of this study was to examine the influence of employee burnout syndrome on organizational dissent. Two hundred nine employees from various organizations in the midwestern United States participated. Results indicated employees who report high levels of emotional exhaustion, feelings of failure, and isolation from fellow workers report low levels of articulated dissent and avoid using latent dissent. Displaced dissent did not significantly contribute to the equation.