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Why managers do not seek voice from employees: The importance of managers' personal control and long-term orientation

机译：为什么经理不寻求员工的声音：管理者个人控制和长期定向的重要性

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摘要

Employees' voices are sometimes heard or unheard. The study proposes that although voice is often self-initiated and driven by employees' need to constructively impact their teams, managers play an important role in facilitating it. The study develops and tests theoretical underpinnings of managers' reluctance to seek employees' voice. To understand why managers differ in their tendency to solicit voice, it is proposed that there are two distinctive features of voice: voice is a change-oriented behavior and voice holds the potential for enhancing organizational effectiveness in the long term, but can be disruptive in the short term. The proposed theoretical model shows that managers tend to demonstrate a willingness to solicit voice typically only when they perceive an adequate sense of control at work. The theoretical model was tested across four studies using diverse populations and research methods. In study 1 the effects of increased personal control on voice solicitation using a virtual task simulation with undergraduate students in a laboratory was explored. Study 2 was an experimental study conducted online to show how the effects of personal control on voice solicitation vary as a function of participants' long-term orientation. In studies 3a and 3b, the key findings of the earlier studies were replicated using surveys of managers and their employees. (112 refs.)
机译：员工的声音有时会听到或闻所未闻。该研究提出，虽然声音往往是自我发起的，并且受到员工的需求推动，但经理在促进它方面发挥着重要作用。该研究发展和测试了管理人员不愿寻求员工的声音的理论支撑。要了解为什么经理在他们征求语音的倾向方面有所不同，建议语音有两个独特的特征：声音是一个导向的行为，语音持有长期提高组织效率的可能性，但可以是破坏性的短期。拟议的理论模型表明，管理人员倾向于申请唯一的意愿，通常只有当他们在工作中察觉适当的控制感时才能征求声音。使用各种群体和研究方法在四项研究中测试了理论模型。在研究中，探讨了使用虚拟任务模拟在实验室中使用虚拟任务模拟的个人控制对语音征集的影响。研究2是在线进行的实验研究，以展示个人控制对语音征求的影响如何随着参与者的长期定位而变化。在研究3A和3B中，使用经理及其员工的调查复制了早期研究的关键结果。 （112 refs。）

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  • 来源
    《Operations Research》 |2021年第4期|209-212|共4页
  • 作者

    Elad N. Sherf; Subrahmaniam Tangirala; Vijaya Venkataramani;

  • 作者单位

    Kenan-Flagler Business School University of North Carolina Chapel Hill NC 27599;

    Robert H. Smith School of Business University of Maryland College Park MD 20742;

    Robert H. Smith School of Business University of Maryland College Park MD 20742;

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