Related Experiment Video
Updated: May 9, 2025
07:56
Assessing the Coherence of Parents' Short Narratives Regarding their Child Using the Five-Minute Speech Sample Procedure
Published on: September 19, 2019
9.8K
When voice takes destructive rather than constructive forms in manager-employee dyads: A power-dependence perspective
Jing Wu1, Subrahmaniam Tangirala2, Pengcheng Zhang3
1Department of Communication and Culture, BI Norwegian Business School.
The Journal of Applied Psychology
|May 5, 2025
Summary
Employee power influences voice, but manager power determines if it’s constructive or destructive. High manager power fosters constructive employee voice, while low manager power can lead to destructive voice.
Area of Science:
- Organizational Behavior
- Social Psychology
- Management Studies
Background:
- Power dynamics significantly influence communication within the employee-manager relationship.
- Understanding employee voice requires considering the reciprocal power balance in the dyad.
Purpose of the Study:
- To examine how employee power and manager power jointly shape the nature of employee voice.
- To differentiate between constructive and destructive employee voice based on power differentials.
Main Methods:
- A relational perspective analyzing power in the employee-manager dyad.
- Empirical support from a preregistered experimental study.
- Validation through a two-wave multisource field study.
Main Results:
- Increased employee power, coupled with high managerial power, promotes constructive voice via interdependent self-evaluations (e.g., organization-based self-esteem).
- Increased employee power, with low managerial power, can lead to destructive voice through independent self-evaluations (e.g., ego inflation).
- Managerial power acts as a crucial moderator in the employee power-voice relationship.
Conclusions:
- The form of employee voice is contingent upon the interplay between employee and managerial power.
- Interdependent self-evaluations foster functional voice, whereas inflated self-evaluations may result in negativity.
- Findings offer implications for managing power dynamics to encourage productive employee contributions.
More Related Videos
Related Concept Videos
02:45Self-Discrepancy Theory
18.2K
One influential perspective on what motivates people's behavior is detailed in Tory Higgin's self-discrepancy theory (Higgins, 1987). He proposed that people hold disagreeing internal representations of themselves that lead to different emotional states.
18.2K
03:00Self-Evaluation: Self-Enhancement and Self-Verification
5.1K
Social psychologists have documented that feeling good about ourselves and maintaining positive self-esteem is a powerful motivator of human behavior (Tavris & Aronson, 2008). In the United States, members of the predominant culture typically think very highly of themselves and view themselves as good people who are above average on many desirable traits (Ehrlinger, Gilovich, & Ross, 2005). Often, our behavior, attitudes, and beliefs are affected when we experience a threat to our...
5.1K
01:27Secondary Motives: Power Motivation and Achievement Motivation
72
Power motivation and achievement motivation are two essential social motives identified by psychologist David McClelland. These motives influence behavior in various personal and professional contexts, shaping how individuals interact with others and pursue their goals.
Power motivation is characterized by the desire to influence, control, or have an impact on others. It is shaped by an individual's experiences, social environment, and cultural context. People with high power motivation are...
Power motivation is characterized by the desire to influence, control, or have an impact on others. It is shaped by an individual's experiences, social environment, and cultural context. People with high power motivation are...
72
01:27Parenting Styles
44
Diana Baumrind's four parenting styles — authoritarian, authoritative, neglectful, and permissive — each influence children's socio-emotional development differently.
Authoritarian Parenting
This style is strict and controlling, with little room for open dialogue. Authoritarian parents demand obedience and often enforce rules with minimal warmth. Children raised this way may lack social skills and initiative, usually comparing themselves to others unfavorably.
Authoritative...
Authoritarian Parenting
This style is strict and controlling, with little room for open dialogue. Authoritarian parents demand obedience and often enforce rules with minimal warmth. Children raised this way may lack social skills and initiative, usually comparing themselves to others unfavorably.
Authoritative...
44
02:12Relationship Formation
39.3K
What do you think is the single most influential factor in determining with whom you become friends and whom you form romantic relationships? You might be surprised to learn that the answer is simple: the people with whom you have the most contact. This most important factor is proximity. You are more likely to be friends with people you have regular contact with. For example, there are decades of research that shows that you are more likely to become friends with people who live in your dorm,...
39.3K
01:27Levels of Communication II: Organizational, Public, and Group Dynamics
1.6K
Effective communication is the foundation of a good organization. Communication is the lifeblood of an organization that connects the group with messages. In an organization, communication occurs in upward, downward, and horizontal lines. Downward communication travels from the administrative and senior levels to the staff through official channels such as manuals, rules and regulations, and organizational charts. Staff members initiate upward communication, which is addressed to executives and...
1.6K