School of Management.
Department of Management and Organization.
J Appl Psychol. 2022 Apr;107(4):650-667. doi: 10.1037/apl0000892. Epub 2021 Jul 15.
Voice-or the expression of ideas, concerns, or opinions on work issues by employees-can help organizations thrive. However, we highlight that men and women differ in their voice self-efficacy, or the personal confidence in formulating and articulating work-related viewpoints. Such differences, we argue, can impede women's voice from emerging at work. Drawing on social cognitive theory (SCT), we propose that women tend to develop greater voice self-efficacy and thereby speak up more when they have the opportunity to observe female rather than male leaders speak up. Hence, we point to the potential absence of women leaders who can role model speaking up at work as a likely inhibiter of women's voice. Using data from a correlational field study involving 368 employees and their leaders from a variety of industries in India and an experimental study in an online panel of 546 US-based workers, we found support for our hypotheses. We discuss the implications of our research for theory and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
声音——即员工就工作问题表达想法、关注或意见的方式——可以帮助组织蓬勃发展。然而，我们强调，男性和女性在发声自我效能感（即个人在制定和表达与工作相关的观点方面的自信）方面存在差异。我们认为，这种差异可能会阻碍女性在工作中发声。本研究以社会认知理论（SCT）为基础，提出当女性有机会观察女性而非男性领导者发声时，她们往往会发展出更强的发声自我效能感，从而更积极地表达自己的观点。因此，我们指出，缺乏能够在工作中树立积极发声榜样的女性领导者，可能会抑制女性的声音。本研究使用了来自印度多个行业的 368 名员工及其领导的相关问卷调查数据和一项涉及 546 名美国在线员工的实验研究，结果支持了我们的假设。我们讨论了本研究对理论和实践的意义。
