Küsimus eesliinitöötajate hääle kuuldavusest ei vaja vist olulisuse õigustust. Siinviidatu vabalevis olev tekst võiks huvi pakkuda ilmselt väga suurele lugejaskonnale.

Kontekstist:

Members of frontline occupational groups, such as nurses (Apker, Propp and Zabava Ford 2005), school teachers (Alvehus, Eklund and Kastberg 2019), and police officers (Van Hulst and Ybema 2020) often have access to a vast pool of knowledge, expertise, and experience based on situated interactions with service recipients (Yanow 2004). […] it is necessary that members of frontline occupational groups share their unique knowledge with others in the organization that possess the resources and authority necessary to take action

Uurimisküsimus:

How do members of low-status occupational groups develop voice behavior that transcends hierarchical levels?

Vihje teoreetilistele alustele:

The notion of voice behavior stems from Hirschman’s (1970) work on exit, loyalty, and voice. Hirschman proposed that employees who are dissatisfied with the functioning of their organization can respond in three ways: exit, loyalty, or voice.

Miks võiks tööandja olla huvitet, et töötajad räägiksid?

At the same time, employee voice behavior is of vital importance for organizations; research has shown positive associations between employee voice behavior and organizational outcomes

Viimane vihje lugemishuvi suurendamiseks:

In contrast to previous research that has shown that employees tend to remain silent when they perceive their immediate supervisors are unwilling to listen to them (Nembhard and Edmondson 2006; Detert and Burris 2007), we show that such behavior by supervisors does not necessarily mean that voice behavior will not occur.

Kee, K., van Wieringen, M., & Beersma, B. (2021). The relational road to voice: how members of a low-status occupational group can develop voice behavior that transcends hierarchical levels. Journal of Professions and Organization.