Organizational Dissent Research Articles

The mediating role of spirituality in the impact of employees’ dark leadership perceptions on organizational dissent

The mediating role of spirituality in the impact of employees’ dark leadership perceptions on organizational dissent

Organizational Dehumanization Impact on Knowledge Hiding and Employee Theft Time: Moderating Effect of Psychological Capital

This study illustrates when organizational dehumanization leads to infrequent (deviant) job behavior. So, this study aims to investigate the impact of organizational dehumanization on perceived incivility, knowledge hiding, and employee theft time. In addition, the moderating effect of psychological capital is examined among organizational dehumanization and perceived incivility, as well as the mediation of perceived incivility about organizational dehumanization and deviant (abnormal) job behavior (time theft and knowledge hiding). This study is based on the COR and SET theory. The information was gathered from manufacturing sector employees utilizing the time-lag method of intervals T1/T2/T3 correspondingly. The data demonstrate that organizational dissent is a problem. Additionally, the psychological capital of the workforce reduced the negative impacts of organizational dehumanization on perceived rudeness. This study offers insights into reducing organizational stressors to buffer employee deviant behaviors by considering behavioral results of organizational dehumanization or management. This study also provides directions for new manufacturing industry research

Exploring Factors to enhance Organizational Dissent: What is Moderating Effect of Psychological Safety?

The leading objective of this research article is to examine the existing relation between the threat to personal identity, the perception of politics as well as organisational dissent. This study explored mediating role regarding TPI and the moderating effect of psychological safety as well. The research design used for this purpose is cross-sectional .Questionnaires were used for the collection of data by the researcher. The questionnaire was distributed to among 201 respondents using simple random sampling. The gathered data was examined through SPSS and AMOS. The findings of the study revealed that threat to personal identity and perception of politics had significant effect on organizational dissent. Moreover, mediating role of TPI and moderating role of psychological safety was confirmed as well. This research discuss the implication and limitations of the study in details.

Who can afford to dissent at work? The mediating effect of organizational socialization on the relationship between social capital and organizational dissent.

In today's interconnected world, fostering a culture of constructive dissent within organizations is more important than ever. Our study sheds light on how social capital-our networks and relationships-affects employees' ability to express dissent. This study aims to empirically examine whether organizational socialization has a mediating effect on the relationship between social capital and organizational dissent. We utilized surveys to collect data from participants. Quantitative data was collected from 240 employees within the textile in Türkiye. We used structural equation modeling through SmartPLS to test four hypotheses. According to the results of the SEM, social capital positively affects organizational dissent. Similarly, social capital positively affects organizational socialization. The mediation level of organizational socialization is at the level of partial mediation on the relationship between social capital and organizational dissent. Based on the results, organizational socialization positively affects organizational dissent. We contribute to the literature by extending social capital research by illustrating that employees' social relationships lead to organizational socialization and organizational dissent behavior at work. The results suggest that the ability of employees to show dissent behavior is conditioned by their social capital and mediated by organizational socialization. This research is particularly relevant in sectors with hierarchical structures, where encouraging voice and participation can lead to significant advancements.

Organizational Dissent, Assimilation and Organization Reputation as Perceived by Nursing Staff at Main Mansoura University Hospitals

Organizational Dissent, Assimilation and Organization Reputation as Perceived by Nursing Staff at Main Mansoura University Hospitals

The Effect of Organizational Cynicism, Organizational Justice and Organizational Dissent Levels of White-Collar Employees in Sports on Organizational Commitment

Bu çalışmanın amacı, spor sektöründe çalışan beyaz yakalıların örgütsel sinizm, örgütsel adalet ve örgütsel muhalefet düzeylerinin örgütsel bağlılığa etkilerinin incelenmesidir. Alan yazın taraması ile başlayan araştırmada elde edilen analiz sonuçları ve bulgulara yer verilmiştir. Spor sektöründe çalışan beyaz yakalıların örgütsel bağlılık düzeylerinin örgütsel sinizm, örgütsel adalet ve örgütsel muhalefet değişkenlerine göre farklılık gösterip göstermediği ve aralarındaki ilişkiler ile örgütsel sinizm ve örgütsel bağlılık arasındaki ilişkinin örgütsel adalet algısı ile modere edilip edilmediği analiz edilip yorumlanmıştır. Analiz neticesinde tüm değişkenlerin normal dağılıma uyduğu gözlemlenmiş olup varsayımlar sağlandıktan sonra ise hiyerarşik regresyon analizi uygulanmıştır. Örgütsel sinizm ve örgütsel adaletin örgütsel bağlılık üzerinde yordayıcı etkisinin analizi ile elde edilen sonuçlar çerçevesinde, örgütsel sinizm düzeyleri ile örgütsel bağlılık düzeyleri arasında negatif doğrusal anlamlı ilişki tespit edilmiştir. Katılımcıların örgütsel adalet düzeyleri ile örgütsel bağlılık düzeyleri arasında pozitif doğrusal anlamlı ilişki bulunduğu, örgütsel muhalefet ile örgütsel bağlılık düzeyleri arasında anlamlı bir ilişki olmadığı da ortaya çıkmıştır. Örgütsel sinizm ve örgütsel adalet düzeyleri arasında da anlamlı bir ilişki tespit edilmiş olup örgütsel sinizm ve örgütsel adaletin birlikte örgütsel bağlılığı anlamlı şekilde yordandığı da görülmüştür. Örgütsel sinizm ile örgütsel bağlılık arasındaki ilişki üzerinde örgütsel adaletin moderatör etkisi analizi ile elde edilen inceleme sonuçlarında ise örgütsel sinizm ve örgütsel adalet modele anlamlı katkı sağlarken ortak etkileşim etkisinin anlamlı bir katkı sağlamadığı ortaya çıkmıştır.

Organizational Dissent Behaviors Scale: Validity and Reliability Study

Bu çalışmanın amacı muhalefet davranışlarının ölçülmesini sağlayacak geçerli ve güvenilir bir ölçme aracı geliştirmektir. Bu amacı gerçekleştirmek üzere 2020-2021 yılı eğitim öğretim döneminde bahar yarıyılında öğretim elemanlarından veri toplamıştır. Ölçeğin yapı geçerliği için açımlayıcı ve doğrulayıcı faktör analizleri gerçekleştirilmiştir. Açımlayıcı faktör analizi sonucu dört faktörlü bir yapı ortaya çıkmıştır. Seslilik, Muhalif Eylemler, Pasif Tepkiler ve Politik Taktikler olarak ölçeğin boyutları isimlendirilmiştir. Ortaya çıkan dört faktörlü yapı toplam varyansın %56.29’unu açıklamaktadır. Ölçekte yer alan 23 madde 1-Hiçbir zaman ve 5-Her zaman aralığında puanlanmaktadır. Ölçeğin sadece ilk maddesi terstir. Ölçeğin bir boyutundan ya da ölçekten alınan toplam puanın artması, muhalefet davranışının arttığı anlamına gelmektedir. Ölçeğin 23 maddelik ve dört faktörlü yapısı doğrulayıcı faktör analizi ile de test edilmiştir. Doğrulayıcı faktör analizinde χ2/sd oranı 1.97 (433.57/ 219) ve diğer uyum iyiliği değerleri RMSEA=.05, NFI=.85, NNFI=.90, CFI=.91, IFI=.92, GFI=.88, RMR=.08, SRMR=0.07. olarak bulunmuştur. Ölçeğin güvenirliğine ilişkin, madde toplam korelasyonları, Cronbach’s Alpha güvenirlik katsayısı, alt ve üst %27’lik grupların madde toplam korelasyonları incelenmiştir. Sonuç olarak, öğretim elemanlarının örgütsel muhalefet davranışlarını ölçmeye yönelik psikometrik olarak yeterli, geçerli ve güvenilir bir ölçme aracı geliştirilmiştir.

The Upward Ethical Dissent Scale: development and validation

ABSTRACT Ethical problems in organizations tend to be some of the most public and devastating for members, organizations, and society. Meanwhile, upward dissent is a key mechanism through which wrongdoing can be detected and corrected. However, a confluence of forces suppresses and displaces ethical dissent in organizations. Research identified many of these influential dynamics through limited method approaches. Indeed, additional methodological tools are needed to advance this important line of research. Thus, we modified an established measure of general upward dissent to focus on ethical dissent specifically then validated it. We labeled the modified measure the Upward Ethical Dissent (UED) Scale. As expected, results supported a four-factor structure for the UED Scale. Moreover, construct validity was supported through high positive correlations between UED and upward dissent subscales and moderate negative correlations with acquiescent silence. Additionally, low to moderate correlations are found between competent forms of UED and moral identity variables. Theoretical implications and future directions are discussed.

A Review on Organizational Dissent and its Consequences

Örgütler, insanlardan oluşan sosyal yapılardır. Örgütlerin, önceden belirlenen amaçlara ulaşabilmeleri, rakipleri karşısında rekabet üstünlüğü elde edebilmeleri ve devamlılıklarını sağlayabilmeleri açısından sahip oldukları insan kaynağı önemli bir yere sahiptir. Çalışanlar, örgütte yer alan politikalar, uygulamalar, süreçler vb. ile ilgili olarak örgütünden ayrı fikir ve görüşlere sahip olabilirler. Bu durumda, örgütsel muhalefet davranışı gündeme gelmektedir. Çalışanlar, sahip olduğu muhalif görüşlerini, örgüt içerisindeki veya örgüt dışındaki taraflara ifade edebilirler. Örgütsel davranış çalışmaları, örgütlerdeki çalışan davranışlarını anlamak ve yönetim ve organizasyon alanındaki bilgi birikimine katkı sağlamak açısından önemlidir. Örgütsel davranış alanında, üzerine çalışmalar yapılan konulardan biri de örgütsel muhalefettir ve örgütsel muhalefet davranışı bazı olumlu ve olumsuz sonuçlara yol açabilmektedir. Bu çalışmanın amacı, örgütlerde ortaya çıkan muhalefet davranışını ve bu davranışın sonuçlarını literatür çerçevesinde açıklamaktır. Bu amaç doğrultusunda öncelikle, örgüt, muhalefet ve örgütsel muhalefet kavramları üzerinde durulmuştur. Ardından, örgütsel muhalefeti tetikleyen olaylar ve örgütsel muhalefet stratejileri açıklanmıştır. Bu açıklamalardan sonra, literatürde örgütsel muhalefet ile ilgili yapılan çalışmalara ve örgütsel muhalefetin sonuçlarına yer verilmiştir. Son olarak, örgütsel muhalefet hakkında genel bir değerlendirme yapılmış ve önerilerde bulunulmuştur.

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.

ÜRETİM VE HİZMET İŞLETMELERİNDE ÖRGÜTSEL MUHALEFET ALGISININ ÖLÇÜLMESİ

Organizational dissent is defined as the disagreements between the employees and the organization. This study was carried out in order to determine the perceptions created by the concept of organizational dissent on employees, which is a limited number of studies in the literature. In this study, employees' perceptions of organizational dissent were examined in terms of their organizations. The research was carried out on the data collected by the survey method from 153 people working in the service and production sectors in Istanbul. Data were collected from the employees determined by simple random sampling method with a survey study, and hypotheses were tested using the SPSS program. Confirmatory factor analysis was used in the study and it was seen that it met the appropriate values. In the study, independent sample t-test and one-way analysis of variance tests were applied. As a result, organizational dissent perceptions of individuals were found to be statistically significant.

Athletes’ displaced dissent on social media: triggering agents, message strategies, and user-generated responses

ABSTRACT Organizational dissent is ubiquitous in task-oriented groups, including sports teams and leagues. Yet, how and to whom that dissent is voiced and the responses to dissent can vary extensively. This study investigates how professional athletes enact displaced dissent and how the public reacts via sentiment analysis of Trevor Bauer’s YouTube channel. Findings identified 53 triggering agents that were consistent with those of subordinates in traditional workplaces. A novel triggering agent of external stakeholder management was also identified, which addressed Major League Baseball’s focus and consideration for its public, their interest in baseball, and relationships with athletes. Bauer expressed his dissent via 94 messages, mainly featuring a combination of rhetorically effective strategies and emotional release. Sentiment analysis of commenters’ 1,612 replies revealed rhetorically competent messages were either unassociated with or enhanced negative sentiment, but positive sentiment was created through entertainment (i.e. humor and pressure), inclusion (i.e. coalition building), and shared ideals (i.e. inspiration).

OSınıf Öğretmenlerinin İş Güvencesi Algıları ile Mesleki Benlik Saygıları Arasındaki İlişkide Örgütsel Muhalefetin Aracılık Etkisi

The purpose of this study is to determine whether organizational dissent has a mediating role in the relationship between elementary school teachers’ job security perceptions and professional self-esteem. The research was conducted using the descriptive-relational survey model with 211 elementary school teachers working in 14 public primary schools in the city center of Amasya in the 2018-2019 academic year. The data in the study were collected using Arıcak's (1999) Professional Self-Esteem Scale, Kassing's (2000) Organizational Dissent Scale, and the Job Security Perception Scale developed by the researcher. According to the results of the research, elementary school teachers exhibit vertical dissent behavior rather than horizontal dissent behavior. In addition, job security positively and significantly affects Vertical and Horizontal dissent. Vertical Dissent affects Belief in the Functionality of the Profession sub-dimensions significantly and positively; its’ effect on Acceptance of the Profession and the Value of the Profession is not statistically significant. Horizontal Dissent does not significantly affect Acceptance of the Profession, Value of the Profession, and Belief in the Functionality of the Profession sub-dimensions. It was concluded that there is a low and positive relationship between elementary school teachers’ job security perceptions and professional self-esteem, organizational dissent is a partial mediator in the relationship between job security perception and professional self-esteem, and vertical dissent is a partial intermediator in the relationship between job security perception and belief in the functionality of the profession.

Muddying the Waters: The Anatomy of Resistance Campaigns and the Failure of Ceasefires in Civil Wars

Ceasefires are a critical tool for those engaged in conflict management during civil wars, yet little scholarship exists that systematically assesses the durability of these arrangements. We argue that ceasefire failure is driven by variations in the composition of organized dissent including and beyond the context of the civil war. In particular, ceasefires should break down faster given increasingly complicated environments of broader anti-government dissent, where resistance dynamics alter the perceived or actual balance of power between rebels and the state. Using original data on organizations participating in violent and nonviolent dissent across African states from 1990-2015, and new data on civil war ceasefires, we find that ceasefire breakdown is precipitated by complex resistance environments that put the government in a precarious position. Increasing numbers of mobilized organizations, higher ideological fractionalization among those groups, more dense and increasingly decentralized dissident networks all expedite the failure of ceasefires in civil wars.

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.

The Role of ethical leadership in teachers' organizational dissent behaviors: a comparative analysis

This study aimed to reveal the effect of ethical leadership competencies of educational administrators on teachers' perceptions of organizational dissent. In order to measure the relationship between school administrators' ethical competencies and teachers' perceptions of organizational dissent, a relational survey design, one of the descriptive survey methods, was used. The Ethical Leadership Competencies Scale and the Organizational Dissent Scale were used to collect data on the variables. The sample of the study consists of 387 teachers working in public schools in Pendik, Maltepe, Sultanbeyli and Kartal districts of Istanbul in the 2020-2021 academic year. In the Ethical Leadership Competencies Scale, teachers think that school administrators have ethical competencies to a great extent. In the organizational dissent scale, it is seen that teachers have a moderate level of organizational dissent perception. It was determined that teachers' perceived ethical leadership and organizational dissent levels revealed a low level positive relationship. Based on the data of this study, it can be said that the effect of managers' ethical leadership behaviors on reducing teachers' organizational dissent behaviors in schools is low. Please add conclusion that describe correlation between variable according to gender, graduation, school type, etc

Dissent in John Locke: Lessons for Contemporary States in Africa

This paper examined John Locke‟s Notion of Dissent in relation to Contemporary States in Africa. Adopting analytic method, the paper argued that violent dissent protest and most forms of disputes in Africa are the result of the bad governance that the people have faced and continue to encounter to this day. The paper observed that that African leaders practice autocracy in the guise of democracy and when faced with organized dissent which is the pillar upon which democracy is built, they routinely employ various kinds of coercive force in the hopes of subduing these challenges rather dialoguing with dissenter. This situation is gradually pushing African towards adopting John Locke‟s dissent notion of violent resistance in their demands for equity justice and fairness from the leaders. With the continent reeling from the impact of COVID-19 pandemic and freedom of expression under threat in all the countries, the paper concludes that African leaders should learn to respect the right to dissent in their socio-political engagement with the citizens because never in history of Africa has the use of violence either by the government to stop dissenting activities or dissenters adoption of violence approach has resulted in lasting peace, liberty, and social justice.

Examining Organizational Communication in Terms of Relationships Between Organizational Dissent, Perceived Organizational Power Distance and Psychological Capital

Objectives: Employees' job satisfaction and organizational commitment is very important for the steady growth and development of an organization. Today, with the increase in the competitive environment, the attempts of organizations to understand how to ensure this stability have also increased. Also, it is seen that the high psychological capital of the employees and their dissent behavior increase the performance, while the high organizational power distance both reduces the performance and constitutes an obstacle in exhibiting the organizational dissent behavior. It is known that one of the most important factors contributing to the growth and development of organizations is that employees’ expression of the problems that arise in the functioning of the organization and their dissatisfaction. There are many individual, relational and organizational factors that affect organizational dissent, which expresses the ability of employees to express their views openly. One of the individual factors is the psychological capital level of the employees, and one of the organizational factors is the perceived organizational power distance. The concept of psychological capital expresses the individual's awareness of who he is and his cognitive capacity. Positive psychological capital has defined as a new movement that goes beyond economic capital, which refers to what we have, human capital, which refers to what we know, and social capital, which refers to who we know, to express who we are. According to this approach, discovering the strengths of individuals and enabling them to reveal these strengths in the most effective way contributes to individual well-being, while positively reflecting on performance and increasing productivity. Positive psychological capital provides competitive advantage by enriching the knowledge and human capital at the individual and organizational level. Organizational power distance is related to how the power balance in the subordinate-superior relationship is perceived. The concept of power distance was first aimed to explain the structure of societies. In the concept of organizational power distance, the inequality of power distribution between superiors and subordinates in organizations is mentioned. The participation of the members of the organization in organizational decisions, the level of initiative and responsibility also express the power distance. Studies have shown that high psychological capital increases organizational dissent behavior, while high power distance reduces dissent behavior. Accordingly, this research aimed to give insight for organizational communication by examining the relationships between perceived organizational power distance, psychological capital and organizational dissent. 
 
 Design/methodology/approach: The sample of the study consists of 300 participants who voluntarily participated in the study with the snowball sampling method. Demographic form, organizational power distance scale, organizational dissent scale and psychological capital scale were used to gather data.
 
 Results: Findings showed that there is a significant and positive relationship between organizational dissent and psychological capital. Also it has founded that there is a negative significant relationship between organizational power distance and psychological capital, organizational dissent. 
 
 Practical implications: This research draws attention to the importance of individual factors such as psychological capital in organizational communication. It provides an empirical basis for the initiatives of workplaces to increase the psychological capital levels of their employees. In addition, by drawing attention to the spread of organizational dissent culture, it paves the way for organizations to conduct cultural analysis.
 
 Originality/value: In the Turkish sample, organizational dissent, perceived organizational power distance and psychology capital concepts are evaluated together and it has a unique value in terms of being a research that reveals empirical data with quantitative study.

The Moderating Role of Perceived Supervisor Support on the Relationship Between Organizational Dissent and Intention to Leave

The Moderating Role of Perceived Supervisor Support on the Relationship Between Organizational Dissent and Intention to Leave

Structurational Divergence, Implicit Orientations to Active Followership, and Employees’ Selection of Upward Dissent Strategies and Silence

This study investigated dissent strategy selection as a product of structurational divergence (SD) and individuals’ lay theories of leader and follower roles. A survey of working adults ( N = 338) revealed that employees who reported experiencing structurational divergence in their workplace were more likely to engage in circumvention, threatening resignation, and defensive silence. Analysis also indicated that employees with an active followership mindset were more likely to report engaging in prosocial and repetition dissent strategies. Meanwhile, they were less likely to report engaging in circumvention, threatening resignation, and defensive silence. Importantly, perceptions of SD were negatively associated with members’ implicit belief that a good follower is an active follower. Implications for structurational divergence theory, implicit theories of followership, and organizational dissent conclude the paper.