DOES VOICE GO FLAT? HOW TENURE DIMINISHES THE IMPACT OF VOICE

被引：36

作者：

Avery, Derek R. ^{[1
]}

Mckay, Patrick F. ^{[2
]}

Wilson, David C. ^{[3
,4
]}

Volpone, Sabrina D. ^{[1
]}

Killham, Emily A.

机构：

[1] Temple Univ, Fox Sch Business, Human Resource Management Program, Philadelphia, PA 19122 USA

[2] Rutgers State Univ, Sch Management & Labor Relat, Piscataway, NJ 08855 USA

[3] Univ Delaware, Dept Psychol, Newark, DE 19716 USA

[4] Univ Delaware, Black Amer Studies Program, Newark, DE 19716 USA

来源：

HUMAN RESOURCE MANAGEMENT | 2011年 / 50卷 / 01期

关键词：

national diversity; tenure; turnover; voice opportunity; PROCEDURAL JUSTICE; SELF-ESTEEM; TURNOVER INTENTIONS; METHOD VARIANCE; PERCEPTIONS; FAIRNESS; WORK; PARTICIPATION; ANTECEDENTS; UNCERTAINTY;

D O I：

10.1002/hrm.20403

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Although many studies have shown that the opportunity to provide input (voice) leads to more favorable employee reactions, fewer studies have examined the boundary conditions for the effect of voice on worker outcomes. Building upon Greenberg and Strasser's (1986) model of personal control in organizations, we hypothesize that the positive effect of voice on intent to remain will be less pronounced for employees with longer organizational tenures. Converging results of national surveys from the United Kingdom and the United States support the anticipated relationships. It appears the beneficial effects of voice on employee attitudes may decrease as employees accrue tenure with their employer. (C) 2011 Wiley Periodicals, Inc.

引用

页码：147 / 158

页数：12

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