AMPLIFYING VOICE IN ORGANIZATIONS

• 成果类型: Article
• 署名作者: Bain, Kristin; Kreps, Tamar A.; Meikle, Nathan L.; Tenney, Elizabeth R.
• 署名单位: Rochester Institute of Technology; University of Hawaii System; University of Hawaii Manoa; University of Kansas; Utah System of Higher Education; University of Utah
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/amj.2018.0621
• 发表日期: 2021
• 页码: 1288-1312
• 关键词: EXTRA-ROLE BEHAVIORS; EMPLOYEE VOICE; PROHIBITIVE VOICE; MINORITY DISSENT; social-status; dominance; speaking; POWER; competence; performance

摘要

We extend the field's understanding of voice recognition by examining peer responses to voice. We investigate how employees can help peers get a status boost from voicing, while also raising their own status, by introducing the concept of amplification-public endorsement of another person's contribution, with attribution to that person. In two experiments and one field study, we find that amplification enhances status both for voicers and for those who amplify voice. Being amplified was equally beneficial for voicers who framed their ideas promotively and prohibitively (improvement-focused and problem-focused, respectively; Study 1), and for men and women (Study 2). Furthermore, amplified ideas were rated as higher quality than nonamplified ideas. Amplification also helped amplifiers: participants reading experimentally manipulated meeting transcripts rated amplifiers as higher status than those who self-promoted, stayed quiet, or contributed additional ideas (Studies 1 and 2). Finally, in an intervention in a nonprofit organization, select employees trained to use amplification attained higher status in their work groups (Study 3). Overall, these results increase our understanding of how social actors can capitalize on instances of voice to give a status boost to voicers who might otherwise be overlooked, and help organizations realize the potential of employees' diverse perspectives.