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Who gets credit for input? Demographic and structural status cues in voice recognition
Taeya M Howell1, David A Harrison2, Ethan R Burris2
1Department of Management and Organizations.
The Journal of Applied Psychology
|April 28, 2015
Summary
Supervisors recognize employee voice more from those with higher ascribed or achieved status. Even increased voice from lower-status employees doesn't overcome demographic biases, impacting performance evaluations and potentially leading to discrimination.
Area of Science:
- Organizational Behavior
- Sociology of Work
- Human Resource Management
Background:
- Employee voice is crucial for organizational functioning.
- Supervisor recognition of employee voice significantly impacts career progression.
- Existing research highlights the importance of voice but less on status-based recognition disparities.
Purpose of the Study:
- To investigate how employee status characteristics influence supervisor recognition of voice.
- To examine the role of ascribed/assigned and achieved status in voice credit.
- To understand the mediating effect of voice recognition on performance evaluations.
Main Methods:
- Study involved 693 employees across 89 credit union units.
- Utilized status characteristics and network position theories.
- Analyzed demographic variables (ethnicity, work hours) and social network centrality as status cues.
Main Results:
- Supervisors credited voice more from employees with higher ascribed/assigned status (majority ethnicity, full-time).
- Higher achieved status (centrality in informal networks) also led to greater voice recognition.
- Lower-status employees speaking more did not negate the negative impact of their demographic group on voice recognition.
Conclusions:
- Demographic and network status significantly influences supervisor voice recognition.
- Voice recognition mediates the link between voice expression/status and future performance evaluations.
- Disparities in voice credit can act as an implicit pathway for workplace discrimination.
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