Who speaks up at work? Dispositional influences on employees' voice behavior

Purpose – The purpose of this paper is to explore the relationship between the five‐factor model of personality (FFM) and employees' voice behavior in Greece.Design/methodology/approach – Employees' personality characteristics were assessed along with their voice behavior towards their supervisor and the top management of their company. Data were collected from a cross‐sectional sample of 334 professionals.Findings – The findings demonstrate the relationship between personality and voice behavior towards the immediate supervisor, but not towards the top management of the company, and show that conscientiousness and emotional stability are the strongest predictors of employees' voice behavior.Research limitations/implications – The results of the study should be interpreted with caution, since they are based on self‐report measures. However, the findings suggest that two personality dimensions (emotional stability and conscientiousness) are significantly related with employees' voice behavior towards their...

[1]  Ethan R. Burris,et al.  Leadership Behavior and Employee Voice: Is the Door Really Open? , 2007 .

[2]  Jin Nam Choi.  Change‐oriented organizational citizenship behavior: effects of work environment characteristics and intervening psychological processes , 2007 .

[3]  J. B. Fuller,et al.  Promoting felt responsibility for constructive change and proactive behavior: exploring aspects of an elaborated model of work design , 2006 .

[4]  J. W. Graham,et al.  Gathering Information and Exercising Influence: Two Forms of Civic Virtue Organizational Citizenship Behavior , 2006 .

[5]  Maria Vakola,et al.  Antecedents and consequences of organisational silence: an empirical investigation , 2005 .

[6]  Adrian Furnham,et al.  A Cross-Cultural Investigation Into the Relationships Between Personality Traits and Work Values , 2005, The Journal of psychology.

[7]  Maria Vakola,et al.  The Role of Emotional Intelligence and Personality Variables on Attitudes Toward Organisational Change , 2004 .

[8]  Derek R. Avery,et al.  Personality as a Predictor of the Value of Voice , 2003, The Journal of psychology.

[9]  L. V. Dyne,et al.  Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs , 2003 .

[10]  Arthur G. Bedeian,et al.  Breaking the Silence: The Moderating Effects of Self‐Monitoring in Predicting Speaking Up in the Workplace , 2003 .

[11]  L. Perlow,et al.  Is silence killing your company? , 2003, IEEE Engineering Management Review.

[12]  C. Pinder,et al.  Employee silence: Quiescence and acquiescence as responses to perceived injustice , 2001 .

[13]  I. Robertson,et al.  The Five-Factor model of personality and work behaviour in Greece , 2001 .

[14]  G. Hofstede.  Culture′s Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations , 2001 .

[15]  Michael Frese,et al.  The Concept of Personal Initiative: An Overview of Validity Studies , 2001 .

[16]  Gregory M. Hurtz,et al.  Personality and job performance: the Big Five revisited. , 2000, The Journal of applied psychology.

[17]  M. Beer,et al.  The Silent Killers of Strategy Implementation and Learning , 2000 .

[18]  N. Nohria,et al.  Cracking the code of change. , 2000, Harvard business review.

[19]  Michael Frese,et al.  Helping to improve suggestion systems: predictors of making suggestions in companies , 1999 .

[20]  L. V. Dyne,et al.  Predicting voice behavior in work groups. , 1998 .

[21]  T. Judge,et al.  The Power of Being Positive: The Relation Between Positive Self-Concept and job Performance , 1998 .

[22]  L. V. Dyne,et al.  Helping and Voice Extra-Role Behaviors: Evidence of Construct and Predictive Validity , 1998 .

[23]  Ioannis Tsaousis,et al.  The traits personality questionnaire (TPQue): A Greek measure for the five factor model , 1998 .

[24]  J. Hogan,et al.  Issues and non‐issues in the fidelity–bandwidth trade‐off , 1996 .

[25]  Chockalingam Viswesvaran,et al.  Bandwidth-fidelity dilemma in personality measurement for personnel selection , 1996 .

[26]  Paul T. Costa,et al.  Work and personality : Use of the NEO-PI-R in industrial/organisational psychology , 1996 .

[27]  D. Organ,et al.  A META-ANALYTIC REVIEW OF ATTITUDINAL AND DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR , 1995 .

[28]  R. Piedmont,et al.  Predicting Supervisor Ratings of Job Performance Using the NEO Personality Inventory , 1994 .

[29]  R. McCrae,et al.  An introduction to the five-factor model and its applications. , 1992, Journal of personality.

[30]  Paul E. Spector.  Method variance as an artifact in self-reported affect and perceptions at work: Myth or significant problem? , 1987 .

[31]  I. Tsaousis,et al.  The Traits Personality Questionnaire 5 (TPQue5) , 2004 .

[32]  M. Frese,et al.  PERSONAL INITIATIVE : AN ACTIVE PERFORMANCE CONCEPT FOR WORK IN THE 21 st CENTURY , 2002 .

[33]  J. A. Lepine,et al.  Voice and cooperative behavior as contrasting forms of contextual performance: evidence of differential relationships with big five personality characteristics and cognitive ability. , 2001, The Journal of applied psychology.

[34]  T. Judge,et al.  A rose by any other name: Are self-esteem, generalized self-efficacy, neuroticism, and locus of control indicators of a common construct? , 2001 .

[35]  M. Frese,et al.  4. Personal initiative: An active performance concept for work in the 21st century , 2001 .

[36]  T. Judge,et al.  The dispositional causes of job satisfaction : A core evaluations approach , 1997 .

[37]  A. Tellegen,et al.  PERSONALITY PROCESSES AND INDIVIDUAL DIFFERENCES An Alternative "Description of Personality": The Big-Five Factor Structure , 2022 .

[38]  O. John.  The "Big Five" factor taxonomy: Dimensions of personality in the natural language and in questionnaires. , 1990 .