Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Department of Management and Marketing | en_US |
| dc.contributor.advisor | Liu, Wu (MM) | en_US |
| dc.contributor.advisor | Lin, Katrina (MM) | en_US |
| dc.creator | Hu, Xiaofei | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/11201 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | en_US |
| dc.rights | All rights reserved | en_US |
| dc.title | Too futile to speak up? How voice implementation can increase employee perceived efficacy of voice | en_US |
| dcterms.abstract | Although efficacy judgment has been recognized as one key factor leading to employees' voice behavior, little is known about how to help enhance employee perceived efficacy of voice. This dissertation aims to give insights to the above questions and explore how leaders can improve employee perceived efficacy of voice. Based on social cognitive theory, I argue that voice implementation resulted in previous voice episodes plays an important role in shaping employees' consequent perceived efficacy of voice and thus affect their further engagement in voice behavior. I also theorize the moderating role of perceived implementation rule clarity (i.e., whether voicers perceive that leaders' implementation decision rules are clear and explicit) in the path of past voice implementation—efficacy—further voice. In a survey study, I collected data from 32 health care teams in a hospital in China, by tracking nurses' voice proposed in monthly team meetings and their efficacy perception and further voice behavior following leaders' voice implementation. The result indicated that not all voice implementation produced efficacy benefits for the focal nurses. Voicers experienced efficacy increase and conducted more voice behavior only when they perceived leader's implementation rule as explicit and clear. | en_US |
| dcterms.extent | 64 pages | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2021 | en_US |
| dcterms.educationalLevel | M.Phil. | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.LCSH | Leadership | en_US |
| dcterms.LCSH | Employees -- Attitudes | en_US |
| dcterms.LCSH | Communication in personnel management | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | open access | en_US |
Copyright Undertaking
As a bona fide Library user, I declare that:
- I will abide by the rules and legal ordinances governing copyright regarding the use of the Database.
- I will use the Database for the purpose of my research or private study only and not for circulation or further reproduction or any other purpose.
- I agree to indemnify and hold the University harmless from and against any loss, damage, cost, liability or expenses arising from copyright infringement or unauthorized usage.
By downloading any item(s) listed above, you acknowledge that you have read and understood the copyright undertaking as stated above, and agree to be bound by all of its terms.
Please use this identifier to cite or link to this item:
https://theses.lib.polyu.edu.hk/handle/200/11201