The study of voice behavior examines the inclination of staff and team members to speak up and contribute ideas to the team. In this article, we investigate how factors such as leader-member exchange (LMX), psychological safety and psychological empowerment influence such behavior. Our findings, which are based on a sample of 308 employees working for a state-owned telecommunications company on the Chinese mainland, indicate that ethical leadership promotes employees’ voice behavior through enhanced leader-member exchange, which (...) also leads to greater feelings of psychological safety and psychological empowerment. The theoretical and practical implications of these results are discussed. (shrink)

This study investigates the psychological process of how authentic leadership affects employee voice behaviors. The theoretical model of this study proposes that employee positive mood and leader–member exchange (LMX) quality mediate the relationship between authentic leadership and voice behavior, while the procedural justice climate moderates the mediation effects of positive mood and LMX quality. Multi-level data from 70 workgroups of a real estate agent company in Taiwan support all hypotheses. This study reveals the cross-level effects of authentic (...) leadership, and provides practical suggestions to help employees express their opinions in organizations. (shrink)

Drawing on the conservation of resources theory, we examined the effect of leader-member exchange on the voice behavior via role breadth self-efficacy, and how the perceived overqualification moderates the relationship between LMX and voice behavior. We tested the theoretical model with data gathered from 407 individuals in China. The results revealed that LMX had an indirect effect on voice behavior through role breadth self-efficacy, and perceived overqualification moderated the positive association between LMX and role (...) breadth self-efficacy. In addition, the mediating effect of LMX on voice behavior through role breadth self-efficacy was stronger when the level of perceived overqualification was low and weaker when it was high. The findings have theoretical and practical implications for increasing employees’ voice behavior in organizations. (shrink)

ABSTRACT This study seeks exploration of how employees’ moral identity is related to voice behavior in the current organizational dynamics. By integrating the self-consistency theory with a situational strength perspective, a moderated mediation model was constructed to examine connections among moral identity, leader secure-base support, work engagement, and voice behavior. Surveys were collected at 2 time points, 1 month apart, from 206 full-time employees in various organizations and industries in Taiwan. Supporting results indicated that employees’ moral (...) identity was positively related to voice behavior. The mediating impact of work engagement as a motivational mechanism between moral identity and voice behavior was observed. Relative to when LSBS was low, the effect of moral identity on work engagement and the indirect effect of moral identity on voice behavior through work engagement were more substantial when LSBS was high. Academic and managerial implications were discussed. (shrink)

This study focuses on a third-party perspective of idiosyncratic deals. More specifically, we look into the differential judgments co-workers make about i-deals in their work environment, as well as their reactions. Based on equity theory, we examine to what extent the content of the i-deal and the work context explain co-worker judgments regarding i-deal fairness in addition to subsequent voice behavior. A vignette study with 1988 respondents shows that when i-deals are considered distributively unfair, co-workers try to restore (...) equity through voice behavior, thereby making the i-deal less effective. Furthermore, i-deals spark more distributive injustice perceptions and voice behavior in a highly interdependent work context. Finally, on average, financial bonuses were considered most distributively unfair and, thus, trigger more voice behavior. These results have important implications for i-deal literature as they uncover the criteria that co-workers use to judge i-deals and shape their reactions. (shrink)

Previous literature has demonstrated that ethical leadership could predict employees’ voice behavior. However, it’s not clear how to heighten these positive effects of ethical leadership on employees’ voice behavior. Building on the AET and moral disengagement studies, we developed an integrated model. A three-wave field study investigated the relationship between ethical leadership and voice behavior by focusing on the mediating role of employees’ affective commitment and the moderating role of employees’ moral disengagement. Our matched (...) data analysis results indicated that: employees’ affective commitment partly mediated the relationship between ethical leadership and employees’ voice behavior. In addition, employees’ moral disengagement moderated the effect of ethical leadership on employees’ affective commitment and the effect of employees’ affective commitment on voice behavior, similarly, the indirect effect of ethical leadership on employees’ voice behavior via employees’ affective commitment. Theoretical and practical implications of these results are discussed. (shrink)

Our study explores the relationship between psychological contract (fulfillment/violations) and voice behavior (promotive/prohibitive). The study encourages promoting the development of positive voice behavior since the promotive voice behavior of employees would help the organization to grow and improve as per industry standards especially during the upcoming hi-tech era. If the knowledge workers do not show positive voice behavior, it is difficult for organizations to compete and sustain in such an era of digitalization. (...) A cross-sectional survey was conducted for the assessment/validation of the model. Data was collected through a single self-reported questionnaire, filled out by the 89 employees of two private banks, working in 8 different branches. Further, the relationships among variables have been analyzed using structure equation modeling. Results show a strong and positive relationship between psychological contract fulfillment and promotive voice behavior whereas a negative relationship is indicated upon the violations and breach of psychological contract. Job satisfaction/dissatisfaction was also tested as mediators between these variables. Future researchers may test the same in different geographical locations and demographic conditions, whereas various personality traits may also be tested since voice behavior is an individual decision. The study represents the first of its kind on the said topic especially in the Pakistani context. (shrink)

Healthcare workers’ voice is of importance in decreasing medical accidents and improving the efficacy of hospital units. To investigate the impact and the underlying mechanisms of supervisors’ negative mood on healthcare workers’ voice behavior, based on the mood contagion perspective, we designed a cross-sectional study, with 299 healthcare workers from mainland China completed the questionnaires. The results indicated supervisors’ negative mood was positively related to healthcare workers’ negative mood, which further led to less constructive voice and (...) more defensive voice. Moreover, the healthcare worker’s emotional intelligence aspect of self-emotion appraisal moderated this relationship, but not others-emotion appraisal. We believe healthcare workers’ supervisors should pay attention to their negative mood expression and regulation. In the hope of reducing being influenced by supervisors’ negative mood, training about noticing and recognizing their own emotions are needed for healthcare workers. (shrink)

In today’s interconnected world, environmental uncertainty is higher than ever. Under the new economic normal, innovation-driven has become the key to the transformation and upgrading of various enterprises. Employees’ behavior affects the company’s innovative performance, but it is also deeply affected by the dynamic work environment. The sudden epidemic has greatly increased the environmental dynamics and uncertainties faced by individuals, and also caused many changes in individual behavior. However, the research on the mediating mechanism and boundary conditions of (...) how the dynamic work environment affects employee behavior and results is relatively few. Based on uncertainty reduction theory and innovative performance theory, and following the research paradigm of “environment-behavior-performance,” a moderated mediation model with job crafting as the mediating variable and voice behavior as the moderating variable is constructed. Through the statistical analysis of 210 valid questionnaires for employees in different types of enterprises, the mechanism of how the dynamic work environment affects innovative performance by promoting employees to carry out job crafting is discussed. According to the test results, the dynamic work environment has a significant positive impact on individual innovative performance, and job crafting plays a mediating role in the relationship between the two. In addition, voice behavior positively moderate the relationship between dynamic work environment and job crafting, and the indirect relationship between dynamic work environment and innovative performance through job crafting. (shrink)

Based on the social identity theory, the relationship and influencing mechanism between high-performance human resource practices 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 HPHRPs had a positive impact on employees’ voice behavior; perceived insider status played (...) a mediating role between HPHRPs and voice behavior; voice efficacy played a moderating role between perceived insider status and voice behavior; and voice efficacy played a mediating role in the relationship between “HPHRPs-perceived insider status-voice behavior.”. (shrink)

Rising negative emotions are like “time bombs” that impede productivity in the workplace. The present investigation provides an insight into the effects of defensive silence and defensive voice on counterproductive work behavior through knowledge hiding in the context of knowledge workers in Chinese academic institutions. Partial least square structural equation modeling was applied to the current samples. The study obtained conjecture the proposed mediating role of knowledge hiding between the negative working attitude and counterproductive work behavior, which (...) is against the organizational norms and performance. The result indicates that the positive relationships exist from defensive silence and defensive voice to counterproductive work behavior, mediated by knowledge hiding. This study links knowledge hiding literature and stimulus-organism-response to better explore the academic behavior in a knowledge setting. (shrink)

In this study, we draw on moral cleansing theory to investigate the consequence of unethical pro-organizational behavior from the perspective of the actors. Specifically, we hypothesize that after conducting UPB, people may feel guilty and tend to cleanse their wrongdoings by providing suggestions or identifying problems at work. We further hypothesize that the above relationship is moderated by the actor’s moral identity symbolization. We conducted three studies, including experiment and surveys, to test our hypotheses. Results of these studies show (...) consistent support to our hypotheses. In particular, individuals reported more felt guilt after conducting UPB, and they tended to compensate with more prohibitive and promotive voice subsequently. In addition, the indirect relationship from UPB acting to both voice behaviors via felt guilt was stronger for people with a high level of moral identity symbolization. Theoretical and practical implications are discussed. (shrink)

Hearing Voices and Other Unusual Experiences examines the long-recognized and striking similarities between features of mental disorders and features of religions. Robert McCauley and George Graham emphasize underlying cognitive continuities between familiar features of religiosity, of mental disorders, and of everyday thinking and action. They contend that much religious thought and behavior can be explained in terms of the cultural activation of humans' natural cognitive systems, which address matters that are essential to human survival: hazard precautions, agency detection, language (...) processing, and theory of mind. Those systems produce responses to cultural stimuli that may mimic features of cognition and conduct associated with mental disorders, but are sometimes coded as "religious" depending on the context. Their approach promises to shed light on both mental abnormalities and religiosity. (shrink)

The relationship between time and voice about unethical behaviour has been highlighted as a key area for exploration within the voice and silence field (Morrison Annual Review of Organizational Psychology and Organizational Behavior 10:79–107, 2023). Previous studies have made only modest progress in this area, so we present a temporal lens which can act as a guide for others wishing to better understand the role of time and voice. Applying the concept of theory adaptation (Jaakkola AMS (...) Review 10:18–26, 2020), a method which attempts to build on a given field through the application of a new theoretical lens, we begin by reviewing what is known in relation to voice about unethical behaviour specifically. Then we introduce two temporal frameworks, one suggested by Ancona, Okhuysen, and Perlow (Ancona et al. The Academy of Management Review 26:645–663, 2001a; Ancona et al. The Academy of Management Review 26:512–529, 2001b) as a useful way of analysing time in organisations, and a second one by Bansal, Anna, and Wood, (Bansal et al. Academy of Management Review 43:217–241, 2018) focusing on the way organisations include voice into their temporal rhythm. We then draw conclusions about the role of time in relation to voice about unethical behaviour and identify three insights; a) it takes time for voices to generate evidence for unethical behaviour, b) perceptions of unethical behaviour change over time, and c) it is most difficult to voice about unethical behaviour at the time it is most needed. Our recommendations for future avenues of research based on these insights recommend new research designs better suited to explore the relationship between voice and time and a focus on how the formality of voice mechanisms shapes the timing of voice. (shrink)

Previous studies suggest a relationship between second-language learning and voice recognition processes, but the nature of such relation remains poorly understood. The present study investigates whether phoneme learning relates to voice recognition. A group of bilinguals that varied in their discrimination of a second-language phoneme contrast participated in this study. We assessed participants’ voice recognition skills in their native language at the behavioral and brain electrophysiological levels during a voice-avatar learning paradigm. Second-language phoneme discrimination positively correlated (...) with behavioral and brain measures of voice recognition. At the electrophysiological level, correlations were present at two time windows and are interpreted within the dual-process model of recognition memory. The results are relevant to understanding the processes involved in language learning as they show a common variability for second-language phoneme and voice recognition processes. (shrink)

"This book should be read by all who are interested in discerning the ethical teaching of representative African-American leaders of the nineteenth century whose voices have been long silenced by racism's insidious effects." Peter J. Paris, Princeton Theological SeminaryLaunching his investigation from H. Richard Niebuhr's enormously influential THE RESPONSIBLE SELF, Darryl Trimiew seeks to clarify and expand the implications of morally responsible behavior. He offers a corrective to Niebuhr's notion of the "fitting response" by taking the view of the (...) marginalized seriously. (shrink)

Many organizations offer their employees the opportunity to voice their opinions about work-related issues because of the positive consequences associated with offering such an opportunity. However, little attention has been given to the possibility that offering voice may have negative effects as well. We propose that negative consequences are particularly likely to occur when employees perceive the opportunity to voice opinions to be “pseudo voice”—voice opportunity given by managers who do not have the intention to (...) actually consider employee input (i.e., managerial disregard). The effects of this kind of deception were examined by means of a survey among employees (N = 137) and managers (N = 14) of a Dutch healthcare organization. We hypothesized and found that perceived pseudo voice led to reduced voice behavior and, as a result, increased intragroup conflict. These results imply that while offering voice opportunity is mostly seen as an effective management strategy, negative effects are likely to occur when a manager is perceived to try to deceive employees by pretending to be interested in their points of view. (shrink)

Change is inevitable, and increasingly rapid and continuous in healthcare as organizations strive to adapt, improve and innovate. Organizational change challenges healthcare providers because it restructures how and when patient care delivery is provided, changing ways in which nurses must carry out their work. The aim of this doctoral study was to explore frontline nurses’ experiences of living with rapid and continuous organizational change. A critical hermeneutic approach was utilized. Participants described feeling voiceless, powerless and apolitical amidst rapid and continuous (...) organizational changes which fuelled apathy, cynicism and disengagement from the organization. However, critical analysis of the data showed that nurses actively engaged with power, voice and politics through resistant and transgressive behaviours in micro‐ethical moments of practice. There is a need to reconceptualize the concepts of voice, power and politics in nursing as there is dissonance between nurses’ beliefs about these concepts and what they are enacting in practice. Recognizing their enactment of power, voice and political agency at the micro‐level may empower nurses. Empowerment would mitigate the high levels of reports of powerlessness experienced in practice during organizational changes. (shrink)

The 25th anniversary of R. Edward Freeman’s Strategic Management: A Stakeholder Approach provides an opportunity to consider where stakeholder theory has been, where it is going, and how it might influence the behavior of academics conducting stakeholder-oriented research. We propose that Freeman’s early work on the stakeholder concept supports the normative claim that a stakeholder’s contribution to value creation implies a right to stakeholder voice with regard to how a corporation makes decisions. Failure to account for stakeholder (...) class='Hi'>voice (especially for non-shareholder stakeholders) works to the detriment of stakeholders. We further propose that business ethicists and stakeholder scholars have a role to play with regard to supporting the interests — including a right to voice — of non-shareholder stakeholders through advocacy, teaching, and scholarship. We use the example of industrial relations teaching and scholarship as a model for future business ethics teaching and scholarship. (shrink)

The 25th anniversary of R. Edward Freeman’s Strategic Management: A Stakeholder Approach provides an opportunity to consider where stakeholder theory has been, where it is going, and how it might influence the behavior of academics conducting stakeholder-oriented research. We propose that Freeman’s early work on the stakeholder concept supports the normative claim that a stakeholder’s contribution to value creation implies a right to stakeholder voice with regard to how a corporation makes decisions. Failure to account for stakeholder (...) class='Hi'>voice (especially for non-shareholder stakeholders) works to the detriment of stakeholders. We further propose that business ethicists and stakeholder scholars have a role to play with regard to supporting the interests — including a right to voice — of non-shareholder stakeholders through advocacy, teaching, and scholarship. We use the example of industrial relations teaching and scholarship as a model for future business ethics teaching and scholarship. (shrink)

Hirschman's (1970) exit, voice, and loyalty framework draws attention to both economic and political behavior as instruments for organizational change. The framework is simple but powerful; it has stimulated much cross-disciplinary analysis and debate. This paper extends this analysis by examining normative implications of Hirschman's basic premise: that exit and voice are primarily mechanisms for enhancing organizational (vs. individual) well-being.

Employees’ may view prohibitive voice—that is, expressing concerns about harmful practices in the workplace—as a moral yet interpersonally risky behavior. We, thus, predict that prohibitive voice is likely to be influenced by variables associated with moral and relational qualities. Specifically, we hypothesize that employees’ moral identity internalization—i.e., the centrality of moral traits in their self-concept—is positively associated with their use of prohibitive voice. Furthermore, we hypothesize that this association is stronger when employees enjoy a higher quality (...) relationship with their leader. In addition, drawing on the literature on moral symbolism, we hypothesize that workgroup moral identity symbolization—i.e., the extent to which workgroup members symbolically display moral traits—moderates the relationship between moral identity internalization and prohibitive voice in a compensatory manner. That is, workgroup moral identity symbolization enhances employees’ use of prohibitive voice when employees’ moral identity internalization is low. Data collected from hospital employees and their supervisors and coworkers support these hypotheses. These findings suggest new ways to promote prohibitive voice and, thereby, protect organizational stakeholders from harmful behaviors. (shrink)

Language and speech depend on a relatively well defined neural circuitry, located predominantly in the left hemisphere. In this article, I discuss the origin of the speech circuit in early humans, as an expansion of an auditory-vocal articulatory network that took place after the last common ancestor with the chimpanzee. I will attempt to converge this perspective with aspects of the Mirror System Hypothesis, particularly those related to the emergence of a meaningful grammar in human communication. Basically, the strengthening of (...) auditory-vocal connectivity via the arcuate fasciculus and related tracts generated an expansion of working memory capacity for vocalizations, that was key for learning complex utterances. This process was concomitant with the development of a robust interface with visual working memory, both in the dorsal and ventral streams of auditory and visual processing. This enabled the bidirectional translation of sequential codes into hierarchical visual representations, through the development of a multimodal interface between both systems. (shrink)

This article addresses issues in the philosophy of fiction from the perspective of a relevance theoretic approach to communication: first, how should we understand the notion of ‘voice’ as it is used in the analysis of free indirect style narratives; and, second, in what sense can the person responsible for free indirect representations of fictional characters' thoughts be regarded as a communicator? The background to these questions is the debate about the roles of pretence and attribution in free indirect (...) style. I argue that the role of expressives in sustaining the illusion that fictional characters speak their inner thoughts suggests that ‘voice’ should be understood in two distinct ways. On the one hand, there are cases in which the use of expressive devices leads to the formation of thoughts which are understood to resemble other (attributed) thoughts. On the other hand, there are other cases in which expressives are used as a means of simulating a fictional character's behaviour or style. At the same time, I argue that in order to accommodate free indirect thought representation in a relevance theoretic model of communication, the responsibility for ensuring that the effort of processing the text will be rewarded by optimal relevance must be decoupled from the point of view that is being represented. While the (constructed) author is responsible for orchestrating our interpretation of free indirect thought representations so that the effort of processing will result in optimal relevance, the reader does not necessarily assume this function is being performed by someone who intends to communicate their own thoughts: the relevance of the act of narration may instead lie in the sense of mutuality achieved between reader and character. (shrink)

ABSTRACTLegal ethics pedagogy does not often attend to the gap between principles and effective action. A pedagogy that does attend to this gap is ‘Giving Voice to Values’. Developed by a US business academic, Mary Gentile, GVV focuses not on the normative questions of 'what is the right thing to do?' but on the behavioural question 'how do we get the right thing done?' GVV has much to offer efforts to foster ethical behaviour in lawyers. In this article, I (...) situate GVV within the behavioural ethics literature, which examines how and why people make the decisions they do in the ethical realm. I then turn to a discussion of the GVV curriculum and a case study of its application in legal education. I report preliminary results from research into the effectiveness of the GVV approach in postgraduate practical legal training. Finally, I encourage legal ethics teachers to experiment with GVV as a way of helping students develop skills for dealing constructively with ethical challenges in legal practice. (shrink)

The 25th anniversary of R. Edward Freeman’s Strategic Management: A Stakeholder Approach provides an opportunity to consider where stakeholder theory has been, where it is going, and how it might influence the behavior of academics conducting stakeholder-oriented research. We propose that Freeman’s early work on the stakeholder concept supports the normative claim that a stakeholder’s contribution to value creation implies a right to stakeholder voice with regard to how a corporation makes decisions. Failure to account for stakeholder (...) class='Hi'>voice (especially for non-shareholder stakeholders) works to the detriment of stakeholders. We further propose that business ethicists and stakeholder scholars have a role to play with regard to supporting the interests — including a right to voice — of non-shareholder stakeholders through advocacy, teaching, and scholarship. We use the example of industrial relations teaching and scholarship as a model for future business ethics teaching and scholarship. (shrink)

The authors conducted a qualitative analysis of thirty-seven issues of The DDU Review, a newsletter produced by residents of the Dual Diagnosis Unit, a residential unit for people who had diagnoses of developmental disability and serious mental illness in the Central State Hospital. The analysis of the newsletters produced between September 1988 and June 1992 revealed three major themes: 1) the mundane; 2) good behavior; and 3) advocacy. Contrary to the authors’ expectations, the discourse of medicalization—such as relations with (...) physicians, diagnoses, and medications—receive little attention. Instead, the patient-journalists focus on prosaic aspects of institutional life. The patients used their writing as a form self-definition and advocacy. The authors argue that even though it is tempting to consider the patients’ emphasis on good behavior as evidence of institutional control, internalized discipline, and medicalization, a more nuanced interpretation, which focuses on how the patients’ understood their own experiences, is warranted. Researchers must also recognize the ways in which The DDU Review reveals the patient-journalists’ experience of an institutional life that includes non-medical staff, varied social relationships among patients, and negotiated freedoms. (shrink)

Based on self-determination theory, we conceptualized the effect of empowering leadership on employee’s voice via harmonious passion. This paper further explored the moderating effect of job characteristics in voice process, and proposed a moderated mediation model. Using a sample of 674 supervisor-subordinate dyads, we found that (1) empowering leadership was positively related to employees’ harmonious passion and voice behavior, (2) harmonious passion played a mediating role in the relationship between empowering leadership and employee voice, and (...) (3) job autonomy strengthened the effect of harmonious passion on employee voice, which, in turn, enhanced the mediated relationship between empowering leadership and employee voice via harmonious passion. We discuss the implications of these findings for research and practice. (shrink)

Emotive speech is a social act in which a speaker displays emotional signals with a specific intention; in the case of third-party complaints, this intention is to elicit empathy in the listener. The present study assessed how the emotivity of complaints was perceived in various conditions. Participants listened to short statements describing painful or neutral situations, spoken with a complaining or neutral prosody, and evaluated how complaining the speaker sounded. In addition to manipulating features of the message, social-affiliative factors which (...) could influence complaint perception were varied by adopting a cross-cultural design: participants were either Québécois or French and listened to utterances expressed by both cultural groups. The presence of a complaining tone of voice had the largest effect on participant evaluations, while the nature of statements had a significant, but smaller influence. Marginal effects of culture on explicit evaluation of complaints were found. A multiple mediation analysis suggested that mean fundamental frequency was the main prosodic signal that participants relied on to detect complaints, though most of the prosody effect could not be linearly explained by acoustic parameters. These results highlight a tacit agreement between speaker and listener: what characterizes a complaint is how it is said, more than what it is about or who produces it. More generally, the study emphasizes the central importance of prosody in expressive speech acts such as complaints, which are designed to strengthen social bonds and supportive responses in interactive behavior. This intentional and interpersonal aspect in the communication of emotions needs to be further considered in research on affect and communication. (shrink)

Both in his preoccupation with practical ethics and in the positions that he took, Thomas of Chobham generally resembled other theologians who studied in Paris at the end of the twelfth and the beginning of the thirteenth century. On first consideration, however, his statements concerning married women appear quite eccentric. Thomas argued in his Manual for Confessors that women should employ persuasion, feminine enticements, and even deceit in their attempts to influence and correct the moral and economic behavior of (...) their husbands. (shrink)

What makes a human voice agreeable is a matter of scientific discussion. Whereas prosody was shown to play a role regarding “male-female” attraction, the impact of frequency modulations in “non-sexual”, notably commercial, contexts has attracted little attention. Another point unaddressed in the literature is auditory sensitivity to short-term frequency modulations as current studies focus more on sentence. Thirty French female operators were recorded over the phone. All “bonjour” greeting words were classified in terms of frequency modulation linearity and orientation (...) at the syllable and word levels. Then, the different voices were played back to students and seniors who had to rate each voice according to their degree of agreeableness. Listeners preferred non-monotonous voices. Differences between age-classes were greater than between sex-classes. Results suggest that short-term frequency changes are important for auditory evaluation of voice agreeableness. This study opens new research perspectives concerning the importance of prosody during consumer-seller interactions. (shrink)

Mary Gentile’s Giving Voice to Values presents an approach to ethics training based on the idea that most people would like to provide input in times of ethical conflict using their own values. She maintains that people recognize the lapses in organizational ethical judgment and behavior, but they do not have the courage to step up and voice their values to prevent the misconduct. Gentile has developed a successful initiative and following based on encouraging students and employees (...) to learn how to engage in communication or action to express their values within an organization’s formal and informal value system. The purpose of this analysis is to examine the Giving Voice to Values approach to empowering the individual to take action to deal with lapses in organizational ethics. We examine the role of Giving Voice to Values in business ethics education, considerations for implementing GVV, and recommendations for business educators and corporate ethics officers. We conclude that while GVV is an effective tool, it is not a comprehensive or holistic approach to ethics education and organizational ethics programs. (shrink)

Voice behavior, the extra-role behavior of employees based on their sense of responsibility, plays an important role in organizational development. Research shows that an employee’s voice can have a positive impact on both the quality of decision-making and organizational performance. This study explores the relationship between the prohibitive voice and employees’ safety performance based on the theory of regulatory fit. The study examined 372 employees and their leaders in the Ningxia Hui Autonomous Region of China (...) through a questionnaire survey. A moderated model was constructed, and the SPSS-PROCESS was applied to analyze the data. The study results show that prevention regulatory focus fit strengthened the positive association between the prohibitive voice and safety performance evaluation. This study provides a new perspective in understanding leaders’ evaluation of the prohibitive voice and concludes that the prohibitive voice should be encouraged in organizations as it promotes greater adherence to safety measures and helps reduce organizational development risks. (shrink)

Many organizations offer their employees the opportunity to voice their opinions about work-related issues because of the positive consequences associated with offering such an opportunity. However, little attention has been given to the possibility that offering voice may have negative effects as well. We propose that negative consequences are particularly likely to occur when employees perceive the opportunity to voice opinions to be “pseudo voice”—voice opportunity given by managers who do not have the intention to (...) actually consider employee input (i.e., managerial disregard). The effects of this kind of deception were examined by means of a survey among employees ( N = 137) and managers ( N = 14) of a Dutch healthcare organization. We hypothesized and found that perceived pseudo voice led to reduced voice behavior and, as a result, increased intragroup conflict. These results imply that while offering voice opportunity is mostly seen as an effective management strategy, negative effects are likely to occur when a manager is perceived to try to deceive employees by pretending to be interested in their points of view. (shrink)

al treatment of episodic substance intoxicated states with or without self-inflicted injuries. Patients later can develop comorbid medical illnesses associated with nonadherence of treatment or iatrogenic conditions, both of which result in complex end-of-life-care decisions. Institutional familiarity of repeat patients often leaves healthcare providers feeling responsible for the patient despite having little influence over the patients' ultimate behavioral outcomes. This article describes a patient with chronic alcohol abuse, treatment noncompliance, severe personality disorder, recurrent suicidal ideation, self-injurious behavior, alcoholic cirrhosis, (...) and suicide attempt resulting in multisystem injuries leading to an ethical conflict regarding end-of-life care.... (shrink)

Most empirical research examining physician views on physician-assisted suicide has used quantitative methods to characterize positions and identify predictors of individual attitudes. This approach has generated limited information about the nature and depth of sentiments among physicians most impassioned about PAS. This study reports qualitative data provided by 909 physicians as part of a larger survey regarding attitudes toward and experiences with PAS and palliative care. Emergent themes illustrate important clinical, social, and ethical considerations in this area. The data illustrate (...) the diverse and ardent responses that PAS evokes among certain physicians. The role of physicians' personal values is central to discussions about legalization of PAS. Polarized views such as those expressed by physicians in this study are not likely to be reconciled, thereby constraining the development of public policy regarding PAS. (shrink)

Phenomenology’s attention to the theme of animality has focused not on animal life in general but rather on the animal dimension of the human and its contested relation with humanity as such. Phenomenology thereby reproduces Agamben’s “anthropological machine” by which humanity is constructed through the “inclusive exclusion” of its animality. The alternative to this “inclusive exclusion” is not a return to kinship or commonality but rather an intensification of the constitutive paradox of our own inner animality, understood in terms of (...) the anonymous, corporeal subject of perception that lives a different temporality than that of first-person consciousness. Consequently, non-human others speak through our own voices and gaze out through our own eyes. We first consider the proximity of Merleau-Ponty’s early work with that of Max Scheler, who paradigmatically reduces human animality to bare life. Merleau-Ponty differentiates himself from Scheler, in The Structure of Behavior, by insisting that life cannot be integrated into spirit without remainder. Merleau-Ponty’s later work thinks this remainder as the ineliminable gap and delay in the auto-affection of the body and as a chiasmic exchange that anticipates Deleuze and Guattari’s concept of “becoming animal.” This remainder of life within consciousness is the immemorial past of one’s own animality. It follows that our “inner animality” is neither singular nor plural but a kind of pack that speaks through the voice that I take to be mine. Furthermore, in the exchange of looks between myself and a non-human other, the crossing of glances occurs at an animal level that withdraws from my own reflective consciousness. (shrink)