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Toward a Model of Organizational Muted Dissent: Construct Definition, Dimensions, Measurement, and Validation

Al-Busaidi, Adil S.
http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1407242598

Abstract Details

2014, Doctor of Philosophy (PhD), Ohio University, 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 revealed strong support for convergent, discriminant, and nomological validity. Structural Equation Modeling (SEM) indicated that muted dissent factors were significantly associated with validation measures (organizational justice, organizational commitment, upward dissent, and job satisfaction).
Claudia Hale, PhD (Committee Chair)
Anita James, PhD (Committee Member)
Amy Chadwick, PhD (Committee Member)
Gordon Brooks, PhD (Committee Member)
425 p.
Communication; Organization Theory; Organizational Behavior
Model of Organizational Muted Dissent; Organizational Silence; Dissent; Bounded Dissent; Invitational Dissent; Downward Dissent; Organizational Communication; Oman; Protective, Supportive, Defiant, and Disengaged Muted Dissent; Scale Development

Recommended Citations

Citations

  • Al-Busaidi, A. S. (2014). Toward a Model of Organizational Muted Dissent: Construct Definition, Dimensions, Measurement, and Validation [Doctoral dissertation, Ohio University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1407242598

    APA Style (7th edition)

  • Al-Busaidi, Adil. Toward a Model of Organizational Muted Dissent: Construct Definition, Dimensions, Measurement, and Validation. 2014. Ohio University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1407242598.

    MLA Style (8th edition)

  • Al-Busaidi, Adil. "Toward a Model of Organizational Muted Dissent: Construct Definition, Dimensions, Measurement, and Validation." Doctoral dissertation, Ohio University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1407242598

    Chicago Manual of Style (17th edition)

ohiou1407242598
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