Review of Employee Voice and Leadership

1456 Words Nov 11th, 2010 6 Pages
Review of Leadership behaviour and employee voice

Detert and Burris (2007) (henceforth referred to as authors) have carried out a quantitative research to investigate the relationship between two types of change-oriented leadership (managerial openness and transformational leadership) and the employee voice. Through their research they have also studied the effect of psychological safety and employee performance on the relationship between leadership style and voice behaviour.

Theoretical framework and hypothesis

In the competitive and fast changing business environment, employee voice can play an important role in steering the future of the organisation in right direction (Van Dyne and LePine 1998:109). Various researches on the
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Hypothesis 3 was again confirmed by this study. This study confirmed hypothesis 4 that the performance of employees mediates the relationship between leadership behaviour and employee voice.

Validity and usefulness of the research

The research questions, which authors have taken up, are very pertinent, especially in the fast paced and highly competitive business environment. The study has been undertaken in a real business environment and has quantified the reasons why the voice may not come out, which could have important practical implications. This increases the ecological validity of the research (Bryman and Bell 2007:42).
Authors have clearly specified their research methodology making their research replicable. Their measurement validity is also high, as they have used the well-defined measures of the variables (Bryman and Bell 2007:41).
Authors have collected and analysed data about lots of other factors (apart from leadership behaviour) affecting the employee voice, creating an important source of secondary data for any further research on the related topics. This coupled with the fact that they collected longitudinal data raises the reliability of the research.

Limitations of the study
Response rate of 63% in the first study and 26% in the second made the sample a non-random and non-representative sample (Bryman and Bell 2007:184). Most of the respondents were older and more experienced. This

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