Doctor of Philosophy (PhD), Ohio University, 2014, Communication Studies (Communication)
Based on a recent line of research, results suggest that organizations can be intolerant of dissent and that employees, in general, are reluctant to speak up about organizational problems (Morrison & Milliken, 2000; Sprague & Ruud, 1988; Vakola, & Bouradas, 2005). I argue that dissent in organizations is not always a feasible option, and members of cultures with higher power distance are typically reluctant to express irritations, complaints, and contradictory opinions. In order to understand when and why employees express dissent, it is crucial to examine not only how and why dissent occurs, but also to detect how and why it does not occur (muted dissent). Thus, defining, measuring, and modeling muted dissent was the aim of this study.
In phase 1, constant comparative analysis revealed four general dimensions of muted dissent: disengaged, supportive, defiant, and protective. The protective construct was defined by three sub-themes (relational, instrumental, and face threat). Phase 2 consisted of study 1, study 2, and study 3 aimed at developing and validating a Muted Dissent Scale.
In study 1, measures of muted dissent were developed, and a pilot study was conducted to test the performance of items. In study 2, Exploratory Factor Analysis (EFA) was employed to examine factor structure and reduce the number of items. The EFA suggested a six-factor structure of muted dissent: disengaged, supportive, defiant, protective, relational, instrumental, and face threat. This finding provided a multifaceted structure for the Muted Dissent Model. Study 3 sought to test whether these factors were distinct and a second-order factor structure exists for a more parsimonious model. CFA results suggested that protective was a second-order factor defined by relational, instrumental, and face threat. Muted dissent measures showed strong support for construct reliability and construct validity. The latter was examined using rigorous tests of construct validity. The findings rev (open full item for complete abstract)
Committee: Claudia Hale PhD (Committee Chair); Anita James PhD (Committee Member); Amy Chadwick PhD (Committee Member); Gordon Brooks PhD (Committee Member)
Subjects: Communication; Organization Theory; Organizational Behavior