| Summary: | 博士 === 國立成功大學 === 國際企業研究所 === 103 === This study develops a conceptual framework exploring the effects of perceived dissimilarity on voice behavior in ongoing groups. Based on the similarity-attraction (Byrne, 1971) and social categorization perspectives (Turner et al., 1987; Turner et al.,1994), this study extends prior research by including two targets of voice behavior: peers (speaking out) and supervisors (speaking up). Furthermore, heterogeneity of group members is conceptualized at the individual (dissimilarity) and group (diversity) levels.
Employees’ perceived trust, psychological safety, and relationship conflict are proposed as mediators at the individual level (step 1), and it is posited that the group cohesion and cooperation processes may have a cross-level, top-down influence on individual employees’ voice behavior toward peers (step 2).In two steps, using individual and group level data, it was found that psychological perceptions of trust, psychological safety, and relationship strengthened the association between surface-and deep-level dissimilarity and voice behavior. In the second step, group cohesion and group cooperation processes mediated the cross-level, top-down effect. Theoretical and managerial implications for voice behavior in diverse groups are also discussed.
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