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Employee Voice (What is employee voice? (Why worry about employee voice?,…

- - - - Violence at community level
      - Levels of unrest and corrpution at country level
      - Level of peace
    - - o The majority feel unsafe to exercise their voice, even on important concerns such as fraud, sexual harassment, medical negligence, product defects, and safety violations
        
        o As most workplaces are hierarchies limited protection is provided for employees
        
        o Employees remain silent due to the belief that their input will be ignored or will not make a tangible difference
- - - - Perceptions of procedural justice
        
        o Procedures that allow employee input viewed more positively by employees
        
        o Lack of employee input (an opportunity for) may lead to reduced levels of organisational identification, commitment, trust, job satisfaction, OCB, and increased turnover
      - Perceptions of self-efficacy and self-control
        
        o Lack of opportunities for exercising voice can lead to decline in motivation, dissatisfaction, physical and psychological withdrawal
      - Cognitive dissonance
        
        o Inconsistency between one’s beliefs and one’s behaviours
      - Feelings of helplessness, apathy, and anger
        
        o For those who value self-control, lack of voice could lead to anger
- - - - Community engagement
        
        o Opportunities for self-direction and to exercise one’s voice likely to increase employee community engagement
      - Affective states
        
        o Voice opportunities impact employee emotions (e.g. life dissatisfaction, stress) which in turn influence their level of community engagement
      - Cognitive states
        
        o Voice opportunities impact employee cognitive states (e.g. cynicism, alienation, helplessness) which in turn influence their level of community engagement
      - Behavioural states
        
        o Voice opportunities impact employee behavioural states (e.g. depression, substance abuse) which in turn influence their level of community engagement
- - - - While advocating democratic values for the governance of society, most organisations located within democracies do not advocate the same approach for the governance of themselves
      - Increase in institutional shareholders (e.g. investment companies) and concurrent decline of organised labour (e.g. unions) has resulted in declining employee voice
      - Legislative frameworks that places the interests of shareholders (i.e. owners) above all the other stakeholders on average reduces opportunities for employee voice
      - Opportunities available for managers to encourage employee voice by citing potential benefits for shareholders in the eyes of the law
      - Policy makers should consider developing legislation pertaining to organisations that provides flexibility for organisational decision-makers to think beyond shareholders