Individual, group, and leader influences on employee communication in high -reliability contexts

Subrahmaniam Tangirala, Purdue University

Abstract

This dissertation reports two studies that respectively examine employee silence and employee voice---two distinct communication choices of employees. Employee silence involves a suppression of work-related opinions and concerns by employees. Employee voice involves an expression of such opinions and concerns by employees. In the first study, I examine the cross-level effects of procedural fairness climate on employee silence. I found that procedural fairness climate moderated the effects of individual-level antecedents of employee silence. Specifically, when procedural fairness climate was higher the effects of antecedents that inhibit employee silence (e.g., workgroup identification, professional commitment) were stronger. In the second study, I examined the effects of personal control and organizational identification on employee voice. I found that the relationship between employee voice and personal control was non-linear (U-shaped). Further, organizational identification moderated this relationship. At low levels of personal control, employees with weaker organizational identification were more likely to engage in voice. In contrast, at high levels of personal control, employees with stronger organizational identification were more likely to engage in voice. By examining these relationships, this dissertation attempts to resolve some gaps and inconsistencies in the emerging research on employee silence and employee voice. The work context of the two studies is a hospital, where high reliability of patient care is fostered by employee voice and hindered by employee silence. Implications for research and practice are discussed.

Degree

Ph.D.

Advisors

Ramanujam, Purdue University.

Subject Area

Management

COinS