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Abstract
This study investigated the relationship between organizational assimilation and the three types of employee dissent (i.e., upward, lateral, displaced). Participants were 186 full-time employees who completed a brief online self-report survey. Results of the study revealed that all seven dimensions of organizational assimilation (i.e., familiarity with coworkers, familiarity with supervisors, acculturation, recognition, involvement, job competency, role negotiation) were related positively to upward dissent, while two dimensions of assimilation (i.e., acculturation, involvement) were related negatively to lateral dissent. No significant relationships existed between the dimensions of organizational assimilation and displaced dissent.
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Notes on contributors
Zachary W. Goldman
Zachary W. Goldman is a PhD student and Scott A. Myers is a Professor in the Department of Communication Studies at West Virginia University.
Scott A. Myers
Zachary W. Goldman is a PhD student and Scott A. Myers is a Professor in the Department of Communication Studies at West Virginia University.