Search Results (15)

Under intensified downward economic pressures on the economy, technological innovation is playing a pivotal role in the development of Chinese enterprises. Employees’ psychological safety significantly influences their innovative behaviors, as a climate of psychological safety fosters greater willingness among staff to engage in voice behaviors. Guanxi with a team leader may decrease this effect. This study analyzed survey data from 263 employees of China’s private manufacturing enterprises to explore the moderating role of guanxi with a team leader in the relationship between psychological safety climate and voice behavior. Results showed that psychological safety climate was positively correlated with promotive and prohibitive voices, and employees with a higher psychological safety climate were more likely to develop voice behavior. Guanxi with team leaders negatively moderated the relationship between psychological safety climate and promotive and prohibitive voices, and the association between psychological safety climate and promotive and prohibitive voices was strong when guanxi with a team leader was weak. This study expands the scope of the application of guanxi, with team leaders as a moderating variable. It helps leaders focus on the psychological safety climate of employees, maintain harmonious and friendly interpersonal relationships with employees, enable employees to spontaneously contribute to the development of the organization, and enhance cohesion in the organization. Full article

Based on social exchange theory and the norm of reciprocity, the current study proposes a mediation model to assess the role of employee voice behavior (promotive and prohibitive) on the relationship between leadership (i.e., transformational, inclusive, and adaptive) and Gen Z employees’ adaptive performance (AP). Research data were obtained from 195 Gen Z employees and their supervisors from a group of luxury hotels located in Greece that had experienced a major cultural shift. The research model was examined using the structural equation modeling technique (SEM) with maximum likelihood estimation using the analysis of moment structures program (AMOS version 24). The research findings indicate that (a) all three leadership approaches positively influence Gen Z employees’ AP, (b) promotive voice behavior mediates the relationship between all leadership approaches and Gen Z employees’ AP, and (c) prohibitive voice behavior mediates the relationship between inclusive leadership and Gen Z employees’ AP. The results suggest that by implementing human-centered practices and procedures to positively influence Gen Z employees’ voice behavior, tourism leaders/managers can increase their AP. Full article

At present, 4.2 million deaths occur every year due to ambient air pollution, according to the World Health Organization. In view of reducing such a figure, air quality monitoring and reliable data are essential. Nevertheless, local authorities in urban environments, where pollution levels are highest, often face a dilemma. On the one hand, the high costs of reference monitors make their large-scale adoption prohibitive, while the easily scalable low-cost sensors often feature significantly lower data quality and lack of calibration. Near reference monitors have been voiced as a promising solution, as they exhibit limited costs, though specific studies assessing their performance against reference monitors are still lacking. This article provides an in-depth assessment of three near reference sensors’ stations performance, through their collocation with regional reference monitors from December 2021 onwards. Two sensors were positioned at high-traffic locations, while the third recorded background pollution levels in Milan, Italy. The sensors’ performance was quantified not only via the coefficient of determination (R²) and the regression model, but also with the Mean Normalized Bias (MNB) and median values. After a first measurement period, sensors were re-calibrated to also appraise their behavioral change, generally exhibiting a performance increase. Results show high correlation for all hourly-recorded pollutants, with peaks for Ozone (O₃) (R² = 0.94) and BC (R² = 0.93). Although location-specific, such results show an interesting potential for near reference sensors in support of urban air quality planning. Full article

From the perspective of social relationships, this study extends the understanding of employee voice by examining voice outcomes, especially a voicer’s influence in their work team. In particular, we explore how two different social relationships, LMX and peer relationship, separately and jointly affect the ‘voice-influence’ relationship. Drawing on social network theory, we propose that higher LMX and central positions in peer networks (i.e., centrality in the friendship network) strengthen the positive impact of voice on individual influence. From a sample of 128 employees from three firms in South Korea, we found that two types of voice (promotive and prohibitive) are positively related with individual influence. This study also found that LMX strengthened the positive effect of promotive voice on a voicer’s influence. Moreover, LMX and peer relationship jointly affect the voice-influence relationship as follows: (1) a voicer with a high LMX-high centrality (in the peer network) is most influential within their team, (2) as for a low LMX-high centrality member, speaking up rather decreases individual influence. These results suggest that voice outcome is not unilateral. Rather, whose voice it is and where a voicer stands may matter more. We discussed the theoretical and practical implications of these findings in employee voice research. Full article

As an important type of extra-role behavior, employee voice behavior is of great significance to the sustainable development of organizations. Employee voice behavior has two different dimensions, namely promotive voice and prohibitive voice, both of which are conducive to decision making, innovation, and improvements to the work process. Among the antecedents of voice behavior, abusive supervision is one of the most essential influencing factors. In response to the call to further explore the antecedents and influencing mechanisms of different dimensions of voice behaviors, this study aims to investigate the different paths of abusive supervision on the two types of voice behavior. Drawing on the conservation of resources theory and social exchange theory, we identified an expanded array of mediators, including work engagement and negative reciprocity, which link abusive supervision to promotive voice behavior and prohibitive voice behavior separately. Data were collected through two-wave questionnaire surveys of 334 employees of 14 enterprises in China. The results show that (a) abusive supervision is negatively correlated with employees’ promotive and prohibitive voice behaviors; (b) work engagement mediates the negative relationship between abusive supervision and promotive voice; and negative reciprocity mediates the negative relationship between abusive supervision and prohibitive voice. These findings clearly reveal the influencing mechanisms of abusive supervision on both promotive and prohibitive voice behavior, which not only enriches relevant theoretical research but also provides feasible insights into how to reduce abusive supervision to motivate voice behavior in management practice. Full article

Governments around the world have gone to great lengths to discourage and prohibit wearing of the niqab, often relying on the justification that this form of Muslim women’s dress represents and produces the oppression of women. Setting aside that these prohibitions are themselves detrimental to women’s equality, this article focuses on the voices of women who wear the niqab or face veil. I describe and analyze how women explain their decision to wear the niqab based on interviews in seven liberal democracies. For most women, the primary motivation for wearing the niqab is religious, though supplementary reasons are also offered. The niqab is an embodied practice that represents a personal spiritual journey. Women’s explanations for why and when they wear the niqab suggest a complex intermingling of doctrinal knowledge and practical lived experience that negotiates religion day to day. Women often pair their religious agency with a sophisticated rights-based framework to justify their sartorial choices. Women refute the idea that the niqab makes them submissive. Their empowered interpretations of their religion and their conviction to lead a life that is different from most, in countries with pervasive anti-Muslim racism, suggest a great deal of independence and courage. This research offers nuance to the depiction of women who are typically portrayed monotonously, dispelling inaccurate stereotypes used to support discriminatory decision making about niqab-wearing women. Full article

South Africa has used intermittent alcohol prohibitions and restrictions as a strategy to relieve hospitals of alcohol-related trauma cases and spare services for COVID-19 caseloads. Alcohol regulation is highly contested and involves a diverse range of actors who influence policies to align with their interests. This study sought to examine the strategies used by these actors to shape the COVID-19 related alcohol regulation in South Africa as presented by online news media. We found that the voice of pro-regulation actors is smaller and fragmented compared to opponents of the regulation as each actor seeks to advance their own interests. Despite the regulations initially being framed as a COVID-19 public health measure, pro-regulation government ministries, such as police and transport, perceive the regulations as a way of reducing existing (pre-pandemic) alcohol-related harm, such as crime, road-traffic injuries, and gender-based violence. The pre-existing failures in the alcohol regulatory environment and the current policy momentum created by COVID-19 could present an opportunity to retain components of the new laws and improve alcohol regulation in South Africa. However, there is a dominant and cohesive alcohol industry voice that strongly opposes the regulations, citing economic impacts, illicit trade and lack of evidence on the positive effects of the alcohol bans. Strategies employed by industry include lobbying, framing, and litigation. The regulations implemented under the guise of COVID-19 prevention have presented valuable lessons for alcohol regulation more generally. However, whether these regulations translate to sustainable policy changes will depend upon how and if the strong industry voice is countered. Full article

Several studies have identified a work environment that promotes inclusiveness as a significant predictor of affiliative organizational citizenship behavior or OCB (such as helping), whereas not much research has focused on inclusion and challenging OCB (i.e., voice). Moreover, no previous studies have explored the above-mentioned relationship in the light of self-determination theory (SDT), given that social exchange theory has traditionally been used as the main explanatory mechanism. Therefore, the aim of the present research was to test the mediating role of basic psychological needs satisfaction in the relationship between inclusion climate, promotive voice and prohibitive voice. Data were collected through self-report questionnaires administered to 246 employees of an international company operating in the service industry. Structural equation modelling was used to analyze the data utilizing R software. Results showed that satisfaction of the needs for autonomy, competence and relatedness partially mediated the relationship between inclusion climate and promotive and prohibitive voice, therefore supporting the idea that social exchange might not be the only determinant for employees to engage in voice behavior. Most importantly, those findings underline how a truly inclusive workplace needs to fulfil its employees’ basic needs of behaving volitionally, feeling effective and connecting meaningfully; this would motivate the workers to voice their suggestions and concerns. Full article

The term ‘Public Sphere’ is used to distinguish it from the private. Here, we will use the term ‘Public Spaces’ to distinguish between various types of public spheres, differing from one another not only in their controlling identity, but also in the level of obligation to be in them and the extent in which they demand obedience from their participants. The new typology proposed in this paper conceptualizes the Israel Defense Forces [IDF] as a legally binding Public Space, using the case study of the Jewish religious law prohibiting Orthodox men to listen to a woman’s singing voice. This prohibition has sparked a strong public controversy and ongoing clashes between the army and religion. The case study illustrates a wide range of confrontations over the identity of the IDF’s space. While examining similar cases in other armies around the world, the paper presents a model explaining the terms and conditions for disputes on the nature of Public Spaces around the world, and when to expect confrontations between identities in different Public Spaces. Finally, the paper attempts to predict the extent and scope of such confrontations, on four dimensions: (a) The level of obligation to be in the Public Space; (b) the level of greediness of the Public Space; (c) the level of heterogeneity of identities within the Public Space; and (d) the level of personal identity greediness of persons and groups whose identity differs from the hegemonic identity in the public space. Full article

We theorized and tested a leader-member perspective beyond the existing studies in paradoxical leadership and employee voice behavior. We proposed that paradoxical leadership influences employees’ voice behavior through psychological safety and self-efficacy. We also theorized that team size influences an extent to which the subordinates internalize their self-efficacy and psychological safety to exhibit proactive behavior. In a longitudinal study conducted on 155 subordinates and 96 supervisors in China, we found that when leaders adopt paradoxical behavior, employees are more likely to engage into promotive voice behavior; however, employees’ prohibitive voice behavior is reduced when their leaders adopt paradoxes in leadership behavior. Additionally, psychological safety mediates the relationship between paradoxical leadership and promotive voice behavior. Further, team size has significant interaction effects with psychological safety on promotive voice behavior. Full article

In this study, we examined the associations of the high-performance work system (HPWS) with employee innovative behavior, and tested a theoretical model in which these associations were mediated by employee voice (promotive and prohibitive voice) and moderated by psychological safety. Matched data were collected from 46 HR (Human Resource) managers and 374 full-time employees from 46 companies in China with multi-source and time-lagged techniques. We found that the HPWS is associated with employee behavior. Both the promotive voice and prohibitive voice partially mediate the relationship between HPWS and employee innovative behavior. Psychological safety moderates the relationship between HPWS and the promotive voice. However, psychological safety does not moderate the relationship between HPWS and the prohibitive voice. Furthermore, psychological safety moderates the mediation effect of the promotive voice between HPWS and employee innovative behavior. We discuss the theoretical and practical implications of these findings. Full article

Yijing benzhi 易經本旨 (original meaning of the Yijing, 1774) constitutes a unique piece of Christian literature produced by the Chinese Catholic believer Lü Liben 呂立本 in the Qing period. Following in the footsteps of Jesuit missionaries such as Joachim Bouvet (1656–1730), Lü represents a rare Chinese voice of the Figurist interpretation of the Yijing by claiming that ancient Chinese sages had received and recorded God’s divine revelation in this venerated Chinese classic. Focusing on his narratives of Christ’s Passion, this paper examines the ways in which Lü interprets the symbolic meanings of the trigrams/hexagrams and deduces their theological connotations in light of Catholic thought. The interweaving of religious devotion, tradition and experience underpinned a creative re-interpretation of the Passion narratives, which strives to sustain the faith of Chinese Catholic communities in the context of the Qing prohibition and persecution of Christianity. Full article

The Second Temple period is considered both a pinnacle and a low point in the history of Jerusalem. One manifestation of the sharp fluctuations in Jerusalem’s status is its flora and ecology. The current study aims to address the historical events and the Talmudic traditions concerning the flora and landscape of Jerusalem. In the city’s zenith, the Jewish sages introduced special ecological regulations pertaining to its overall urban landscape. One of them was a prohibition against growing plants within the city in order to prevent undesirable odors or litter and thus maintain the city’s respectable image. The prohibition against growing plants within the city did not apply to rose gardens, maybe because of ecological reasons, i.e., their contribution to aesthetics and to improving bad odors in a crowded city. In the city’s decline, its agricultural crops and natural vegetation were destroyed when the beleaguered inhabitants were defeated by Titus’ army. One Talmudic tradition voices hope for the rehabilitation of the flora (“shitim”) around the city of Jerusalem. Haggadic-Talmudic tradition tries to endow Jerusalem with a metaphysical uniqueness by describing fantastic plants that allegedly grew in it in the past but disappeared as a result of its destruction. Full article

Employees contribute to the sustainability of organizations in many ways, yet the specific impact of employee voice on employee performance appraisal, as an element of organization sustainability, is not clear. Based on the attribution theory, we present a model to investigate the relationship between employee voice and employee performance appraisal. Using the PLS (Partial Least Squares) method, we test our model’s hypotheses with 273 dyads of supervisor-employee questionnaires administered on a branch of a state-owned enterprise in China. The results show that promotive voice is positively attributed to prosocial motives and constructive motives, while prohibitive voice is not significantly attributed to prosocial motives and constructive motives. The attribution of prosocial motives and constructive motives has a significant and positive effect on employees’ performance appraisal. Moreover, the attribution of prosocial motives and constructive motives fully mediates the relationship between promotive voice and performance appraisal, but has no mediating effects on the relationship between prohibitive voice and performance appraisal. Full article

In this paper, a variable threshold voice activity detector (VAD) is developed to control the operation of a two-sensor adaptive noise canceller (ANC). The VAD prohibits the reference input of the ANC from containing some strength of actual speech signal during adaptation periods. The novelty of this approach resides in using the residual output from the noise canceller to control the decisions made by the VAD. Thresholds of full-band energy and zero-crossing features are adjusted according to the residual output of the adaptive filter. Performance evaluation of the proposed approach is quoted in terms of signal to noise ratio improvements as well mean square error (MSE) convergence of the ANC. The new approach showed an improved noise cancellation performance when tested under several types of environmental noise. Furthermore, the computational power of the adaptive process is reduced since the output of the adaptive filter is efficiently calculated only during non-speech periods. Full article