Numerous empirical studies reveal that innovative work behaviour (IWB) has several antecedents, including leadership style (LS) and climate for innovation (CfI). However, literature reporting on how different types of employee voice (EV) influence IWB is scant. This research aims to empirically determine dimensions EV are linked IWB, also the relative importance EV, compared other predictors na...

Amaç: Çalışmamızın amacı, Türkiye’deki bireylerin kişisel ilişkilerinde bağlanma eğilimlerinin, çalışma ortamındaki ses davranışıyla ilişkisinde, yöneticiye güven faktörünün aracı etkisi göz önünde bulundurularak incelenmesidir. 
 Tasarım/Yöntem: Araştırmanın örneklemi Türkiye’de aktif çalışan toplam 225 katılımcıdan oluşmaktadır. Çalışmada, çalışanların davranışları, seviyeleri ve ikili e...

The study examined the effect of employee voice on organisational commitment oil and gas companies in Lagos State Nigeria. type survey research design method employed for was cross sectional design. population consists 1724 employees three selected State. Krejcie Morgan (1970) sample size calculation table used to estimate 313 employees. Simple random sampling study. Copies validated structured...

Purpose – Meetings are ubiquitous in organizational life and are a great source of frustration and annoyance to many employees in the workplace, in part due to counterproductive meeting behaviors (CMBs). CMBs include engaging in irrelevant discussion, complaining about other attendees, arriving to the meeting late, and other similar, disruptive behaviors. Consistent with conservation of resourc...

Introduction: The lack of expressing an opinion in employees working in organizations can cause a phenomenon called organizational silence. Organizational silence has a damaging effect on employee’s productivity. The importance of organizational sound and silence in organizational performance is currently one of the fundamental organizational challenges. Method: In this was descriptive study, ...

Purpose Top management commitment (TMC) and prosocial voice behaviour in Lean teams are vital for the successful implementation. This study aims to investigate how TMC influences team members’ such changed affects outcome of implementations. Design/methodology/approach The authors have used a qualitative research methodology examine six dimensions (communication, involvement, support, empowerme...