Daniel A Meisel

Bio: Daniel A Meisel is an academic researcher. The author has contributed to research in topics: Plague (disease). The author has an hindex of 1, co-authored 3 publications receiving 199 citations.

Organizational Silence: A Barrier to Change and Development in a Pluralistic World

Abstract: We argue that there are powerful forces in many organizations that cause widespread withholding of information about potential problems or issues by employees. We refer to this collective-level phenomenon as “organizational silence.” In our model we identify contextual variables that create conditions conducive to silence and explore the collective sensemaking dynamics that can create the shared perception that speaking up is unwise. We also discuss some of the negative consequences of systemic silence, especially for organizations' ability to change and develop in the context of pluralism.

Taking Charge At Work: Extrarole Efforts to Initiate Workplace Change

Abstract: In this study, we investigated a neglected form of extrarole behavior called taking charge and sought to understand factors that motivate employees to engage in this activity. Taking charge is disc...

Employee Voice Behavior: Integration and Directions for Future Research

Abstract: Within organizations, employees continually confront situations that put them face to face with the decision of whether to speak up (i.e., voice) or remain silent when they have potentially useful information or ideas. In recent years, there has been a rapidly growing body of conceptual and empirical research focused on better understanding the motives underlying voice, individual, and situational factors that increase employee voice behavior, and the implications of voice and silence for employees, work groups, and organizations. Yet this literature has notable gaps and unresolved issues, and it is not entirely clear where future scholarship should be directed. This article, therefore, is an attempt to review and integrate the existing literature on employee voice and also to provide some direction for future research.

Predicting voice behavior in work groups.

Abstract: This field study of 441 full-time employees in 95 work groups examined voice behavior (constructive challenge to the status quo with the intent of improving the situation rather than merely criticizing) as a function of person-centered (satisfaction with the work. group, global self-esteem) and situational factors (group size, self-managed vs. traditional style of management). Using a measure of voice with demonstrated construct validity, the study showed that these person and situation factors explained 10% of the variance in peer-rated voice assessed 6 months later. Significant Person x Situation interactions suggested that individuals with low global self-esteem or high satisfaction with their group were more responsive to the situational factors than individuals with high global self-esteem or low satisfaction. The authors discuss the importance of including personcentered characteristics, situational factors, and their interactions as predictors of voice. For over 50 years, scholars have recognized the importance of behavior that goes beyond normal role expectations or job requirements and that benefits or is intended to benefit the organization (Barnard, 1938; George &

Moves that matter: Issue selling and organizational change.

Abstract: In this study, we examined 82 accounts of “issue selling” to better understand managers' implicit theories for successfully shaping change from below by directing the attention of top management. T...