prace:zakladni_aspekty_psychologie_prace_a_organizace:empiricka_studie
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| prace:zakladni_aspekty_psychologie_prace_a_organizace:empiricka_studie [2013/12/30 21:38] – [introduction] Martin Malec | prace:zakladni_aspekty_psychologie_prace_a_organizace:empiricka_studie [2013/12/31 03:37] (aktuální) – Martin Malec | ||
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| Řádek 1: | Řádek 1: | ||
| - | **(1) Ng, T. W. H. and Feldman, D. C. (2012), Employee voice behavior: A meta-analytic test of the conservation of resources framework. | + | **(1) Ng, T. W. H. and Feldman, D. C. (2012). Employee voice behavior: A meta-analytic test of the conservation of resources framework. |
| - | + | ==== INTRODUCTION | |
| - | </ | + | * voice: “constructive change‐oriented communication intended to improve the situation” (LePine and Van Dyne, 2001) |
| - | + | ||
| - | ==== introduction | + | |
| * “positive voice” - improving the situation at work | * “positive voice” - improving the situation at work | ||
| * voice in the work ~ positive attitudes toward jobs and org. | * voice in the work ~ positive attitudes toward jobs and org. | ||
| * research within **social exchange theory** (Blau, 1964) - **norm for reciprocity** (Cropanzano & Mitchell, 2005): individuals satisfied with their work envi. use more actively their voice. Assumption that employees use voice to regulate social exchanges w/ | * research within **social exchange theory** (Blau, 1964) - **norm for reciprocity** (Cropanzano & Mitchell, 2005): individuals satisfied with their work envi. use more actively their voice. Assumption that employees use voice to regulate social exchanges w/ | ||
| - | * What about the **possibility to regulate personal resources as well?** Voice as a response to stress, to protect resources, accumulate more resources (// | + | * What about the **possibility to regulate personal resources as well?** Voice as a response to stress, to protect resources, accumulate more resources (// |
| - | + | * stress-voice relationship? | |
| - | ==== method | + | * obtaining meta-analytic data to test the stress-voice usage relationship, |
| - | + | - Job stressors and strains are negatively/ | |
| - | ==== results and discussion | + | - Social stressors and strains are negatively/ |
| - | + | - Organizational stressors and strains are negatively/ | |
| - | ==== own discussion to the article | + | - Voice behavior is negatively/ |
| + | ==== METHOD | ||
| + | * looking for **field studies** published in or before 2010, which examined employee voice and its correlates: | ||
| + | * keywords: employee voice, suggestions, | ||
| + | * wanted: voice behavior at the individual level of analysis (not group-wise or org.-wise) | ||
| + | * wanted: correlations between voice and any other key variables in the study | ||
| + | * only those that operationalized voice as **“positive”** | ||
| + | * 55 articles, 2 unpublished dissertations, | ||
| + | * **51 % USA**, 40 % other Western countries 9 % Asia | ||
| + | * 3 % -1990, 18 % 1990-1999, **79 % 2000-** | ||
| + | * 71 %: **self‐report measures of voice**, avg.rel.: α=0.77; for rest: α=0.88 | ||
| + | ==== RESULTS | ||
| + | * ad H1) employees who reported higher levels of job stressors and strains also reported less use of //voice// | ||
| + | * ad H2) social stressors and strains are negatively related to voice, stronger than H1 | ||
| + | * ad H3) organizational stressors and strains are negatively related to voice | ||
| + | * in all cases support for resource conservation tenet (7/10 signif.) | ||
| + | * ad H4) opposite, here resource acquisition premise is valid (" | ||
| + | ====DISCUSSION==== | ||
| + | * COR theory (Hobfoll, 1989) is a useful alternative lens (to the reciprocation) for | ||
| + | - explaining the motivation behind the use of voice and for | ||
| + | - the effects of voice on performance behavior | ||
| + | * resouce conservation argument works for H1-H3, resource acquisition for H4 | ||
| + | * **" | ||
| + | * **" | ||
| + | * // | ||
| + | * "up to some optimal point, stress motivates employees to keep focus and to work hard at the task at hand. After that point, too much stress may lead employees to divert their attention to conserving and protecting resources instead." | ||
| + | * since //Human Relations School// 1940-1950s " | ||
| + | * "key to energizing greater voice behavior is improving workplace conditions for employees" | ||
| + | * **360‐degree performance appraisals** might be more appropriate than supervisor ratings alone when assessing voice | ||
| + | <WRAP center round tip> | ||
| + | Nejde o klasickou metaanalýzu, | ||
| + | </ | ||
prace/zakladni_aspekty_psychologie_prace_a_organizace/empiricka_studie.1388435918.txt.gz · Poslední úprava: 2013/12/30 21:38 autor: Martin Malec