Employee voice at work: the role of employees’ gender, self-efficacy beliefs, and leadership

When and why are employees willing to engage in voice behavior: a power cognition perspective

Previous studies have found that sense of power is an important predictor of employee voice; however, the mechanism underlying the relationship between these factors remains unclear. To explore this mechanism, 642 valid questionnaires from 45 enterprises were used to conduct an empirical test based on the approach-inhibition theory of power. The results showed that sense of power can affect error risk taking positively, error risk taking mediates the relationship between sense of power and employee voice; and power congruence moderates both the direct relationship between sense of power and employee voice and their indirect relationship via error risk taking. This study thus provides a useful reference for improving employees' enthusiasm for voice behavior and can help enhance the competitiveness of enterprises.

Competence-Questioning Communication and Gender: Exploring Mansplaining, Ignoring, and Interruption Behaviors

Competence-questioning communication at work has been described as gender-linked (e.g., mansplaining) and as impacting the way women perceive and experience the workplace. Three studies were conducted to investigate how the specific communication behaviors of condescending explanation (i.e., mansplaining), voice nonrecognition, and interruption can be viewed as gender-biased in intention by receivers. The first study was a critical incident survey to describe these competence-questioning behaviors when enacted by men toward women in the workplace and how women react toward them. Studies 2 and 3 used experimental paradigms (in online and laboratory settings, respectively) to investigate how women and men perceive and react to these behaviors when enacted by different genders. Results demonstrated that when faced with condescending explanation, voice nonrecognition, or interruption, women reacted more negatively and were more likely to see the behavior as indicative of gender bias when the communicator was a man. Implications for improving workplace communications and addressing potential gender biases in communication in organizations are discussed.

Supplementary Information

The online version contains supplementary material available at 10.1007/s10869-022-09871-7.

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.

Factors associated with general self-efficacy of women leaders in India

Purpose

The purpose of the study was to examine the impact of both work and non-work domain contextual factors (family support, workplace social support, mentoring support, networking and visible assignment) on the general self-efficacy (GSE) of women leaders in India. Also, we tried to explore whether GSE is connected to women leaders' career aspirations.

Design/methodology/approach

This is a survey-based study where data was collected and analysed from 145 women leaders working in a large public sector organisation in India.

Findings

Results suggest that except for workplace social support, all other factors have a significant positive impact on the GSE of women leaders. GSE is also significantly associated with women leaders' career aspirations.

Originality/value

Uniqueness of the article is that we have empirically tested the enablers and deterrents of women leadership in the GSE context, taking note of both work and non-work domains of women leaders. The implications of the results for women's leadership development have been detailed.

Psychosocial safety climate and supportive leadership as vital enhancers of personal hope and resilience during the COVID-19 pandemic

This study aimed to investigate the effects of supportive leadership and psychosocial safety climate on personal hope and resilience among nurses during the pandemic. Conservation of resource theory was employed to explain the effects of psychosocial safety climate and supportive leadership on nurses' hope and resilience. A cross-sectional design was employed to collect data. Six-hundred and twenty-three nurses across 68 hospitals who were in direct contact with COVID-19 patients during the fifth wave of the pandemic in Iran were recruited. Hierarchical Linear Modelling (HLM) and Structural Equation Modelling using Amos were used to analyze the data. Results revealed that both psychosocial safety climate and supportive leadership improved personal resilience through personal hope. Findings showed that the positive relationship between supportive leadership and personal hope was stronger when the hospital-level psychosocial safety climate was high. To improve personal hope and resilience among nurses during critical times, hospital management must ensure consistent supportive leadership and establish policies, practices and procedures that support nurses' psychosocial health and safety at the hospital level.

Knowledge Management in Relationship Among Abusive Management, Self-Efficacy, and Corporate Performance Under Artificial Intelligence

The purpose is to explore the application potential of HCI (Human-Computer Interaction) technology under AI (Artificial Intelligence) in enterprise performance evaluation and the influence of abusive management and self-efficacy on enterprise performance. Guided by psychological theory, employees from a listed real estate enterprise are selected, and the research themes of abusive management, self-efficacy, and employee performance are assumed. Afterward, the employee job satisfaction and performance evaluation model and system interface based on deep learning BPNN (BackPropagation Neural Network), SVM (Support Vector Machine) regression, and HCI are innovatively proposed. The results show that the HCI interface can be accessed accurately according to the employee's verbal instructions. BPNN model has reached the best performance at the iteration of 70times, and all indexes have reached the expected employee satisfaction.

Exploring the Relationship between Abusive Management, Self-Efficacy and Organizational Performance in the Context of Human–Machine Interaction Technology and Artificial Intelligence with the Effect of Ergonomics

(1) Background: Our study aims to explore the impact of abusive management and self-efficacy on corporate performance in the context of artificial intelligence-based human–machine interaction technology in enterprise performance evaluation. (2) Methods: Surveys were distributed to 578 participants in selected international companies in Turkey, Taiwan, Japan, and China. To reduce uncertainty and errors, the surveys were rigorously evaluated and did not show a normal distribution, as it was determined that 85 participants did not consciously fill out the questionnaires, and the questionnaires from the remaining 493 participants were used. By using the evaluation model of employee satisfaction based on a back propagation (BP) neural network, we explored the manifestation and impact of abusive management and self-efficacy. Using the listed real estate businesses as an example, we proposed a deep learning BP neural network-based employee job satisfaction evaluation model and a human–machine technology-based employee performance evaluation system under situational perception, according to the design requirements of human–machine interaction. (3) Results: The results show that the human–machine interface can log in according to the correct verbal instructions of the employees. In terms of age and education level variables, employees’ perceptions of leaders’ abusive management and self-efficacy are significantly different from their job performances, respectively (p < 0.01). (4) Conclusions: artificial intelligence (AI)-based human–machine interaction technology, malicious management, and self-efficacy directly affect enterprise performance and employee satisfaction.

From Believing to Doing: The Association Between Leadership Self-Efficacy and the Developmental Leadership Model

The current study examined the association between leadership self-efficacy and the developmental leadership model. The purpose was to better understand how leadership training transfers to facets of developmental leadership. This was tested in a cross-sectional design with military commanders in the Swedish Armed Forces. The results show that the sub-domain of leader self-control efficacy (the cognitive and emotional ability to remain composure) did not predict developmental leadership, but that leader assertiveness efficacy (the ability to make rational decisions) predicted the two dimensions of the exemplary model, and inspiration and motivation in the developmental leadership model. One possibility is that leader self-control efficacy can be what enables the individual to function within an extreme context, but leader assertiveness efficacy can be what most determines the leadership performance within that context. The possibility for mediatory analyses in further research is discussed.

Healthcare Professionals Experience of Psychological Safety, Voice, and Silence

Healthcare professionals who feel psychologically safe believe it is safe to take interpersonal risks such as voicing concerns, asking questions and giving feedback. Psychological safety is a complex phenomenon which is influenced by organizational, team and individual level factors. However, it has primarily been assessed as a team-level phenomenon. This study focused on understanding healthcare professionals' individual experiences of psychological safety. We aim to gain a fuller understanding of the influence team leaders, interpersonal relationships and individual characteristics have on individuals' psychological safety and their decisions to engage in voice or silence behavior. Thirty-four interviews were conducted with healthcare professionals from across five teams working within an acute, suburban hospital. Hybrid inductive-deductive thematic analysis focused on identifying themes which captured the complexities of individuals' varied experiences of psychological safety. The themes identified were: "Personal Characteristics," "Past Experiences," "Individual Perceptions of Being Valued," and "Judged Appropriateness of Issues/Concerns." These themes are explored within the context of motivating and inhibiting factors associated with the influence of leadership, interpersonal relationships and individual characteristics on experiences of psychological safety and voice behavior. These results extend existing theoretical frameworks guiding our understanding of psychological safety by accounting for the variation in individuals' experiences and studying these significant influences on voice behavior. Important considerations for the development of interventions to enhance psychological safety are discussed.