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Organizational Dissent and Servant-Leadership
International Journal of Servant-Leadership, 2013 Dissent is the choice to disagree and challenge the majority view of those holding positional power (Gordon 2008, 20; Martin 2008, 22). In some organizations, dissenting banter may be part of the process of healthy decision making and innovation. Dissenting conversations may initiate perturbations through the complex interactions of organizational ...
Sprague, Robert F.
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Organizational Dissent as a Function of Organizational Justice
Communication Research Reports, 2008This study examined the relationships between perceptions of organizational justice and enacting organizational dissent. Participants were 107 full-time employees working in various organizations. Results indicated that employee perceptions of distributive and interpersonal justice negatively predicted latent dissent, while perceptions of informational
Alan K Goodboy, Rebecca M Chory
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The Power of One: Dissent and Organizational Life
Journal of Business Ethics, 2006 Over the last 20 years, organizations have attempted numerous innovations to create more openness and to increase ethical practice. However, adult students in business classes report that managers are generally bureaucratically oriented and averse to constructive criticism or principled dissent.
Nasrin Shahinpoor, Bernard F. Matt
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Initiator and Mediator Variables That Affecting Organizational Dissent
, 2021 The purpose of this study was to find out direct effects of organizational commitment, on organizational dissent and the mediator role of organizational support and organizational trust between organizational commitment and organizational dissent were examined. The study used a correlational research design. Structural equation modelling (SEM) was used
Ergun, Husnu, Celik, Kazim
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Rules of engagement, credibility and the political economy of organizational dissent
Strategic Organization, 2007This article studies how organizations can choose dissent regimes that encourage organization members to express dissent in ways that provide the organization with informational benefits while minimizing the hazards associated with opportunistic behavior by members in the dissent process. Using a game-theoretic model, we demonstrate how logic-based and
Nicholas Argyres, Vai-Lam Mui
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Simulating Dissent: Mapping the Life Span of Organizational Dissent using Agent-Based Modeling
Western Journal of Communication, 2016Organizational dissent is a process that begins long before any disagreement is spoken and continues long after a dissent conversation ends. However, studying the entire dissent process would require extensive data collection across multiple levels of analysis.
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Organizational Dissent Dynamics
Management Communication Quarterly, 2016This article proposes a conceptual framework for dissent dynamics in organizations. We integrate the dissent expression and management framework of Kassing with the dynamic institution composition structure of Saeed and Pavlov to construct a generic model for understanding organizational dissent.
Raafat Mahmoud Zaini +3 more
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Communication Studies, 2022 Employees often spend a significant amount of time ruminating over their daily working experiences. Such rumination triggered by work events may have profound influences on employees’ behaviors and perceptions about their organization.
Cheng Zeng +2 more
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Dissent in Reality: A Commentary on Representations of Organizational Dissent on Undercover Boss
International Journal of Business Communication, 2022Reality television that allegedly takes us inside organizations provides researchers with abundant data to consider how culture industries narrate and shape understandings of (un)idealized work practices. Within this context, we explored organizational dissent on the reality television show Undercover Boss.
Rose Helens-Hart +2 more
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Strategic Dissent: Expressions of Organizational Dissent Motivated by Influence Goals
International Journal of Strategic Communication, 2009Organizational dissent is important in promoting better decision-making and increasing employee commitment and satisfaction, yet expressing dissent can be risky in many organizations where disagreement is discouraged. This study proceeded from the perspective that employees dissent strategically and that the relationship between conversational goals ...
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