15
views
0
recommends
+1 Recommend
0 collections
    0
    shares
      • Record: found
      • Abstract: not found
      • Article: not found

      Employee Voice Behavior: Integration and Directions for Future Research

      1
      Academy of Management Annals
      Academy of Management

      Read this article at

      ScienceOpenPublisherPubMed
      Bookmark
          There is no author summary for this article yet. Authors can add summaries to their articles on ScienceOpen to make them more accessible to a non-specialist audience.

          Related collections

          Most cited references44

          • Record: found
          • Abstract: not found
          • Article: not found

          HELPING AND VOICE EXTRA-ROLE BEHAVIORS: EVIDENCE OF CONSTRUCT AND PREDICTIVE VALIDITY.

            Bookmark
            • Record: found
            • Abstract: not found
            • Article: not found

            Perceived organizational support and employee diligence, commitment, and innovation.

              Bookmark
              • Record: found
              • Abstract: found
              • Article: not found

              How emotion shapes behavior: feedback, anticipation, and reflection, rather than direct causation.

              Fear causes fleeing and thereby saves lives: this exemplifies a popular and common sense but increasingly untenable view that the direct causation of behavior is the primary function of emotion. Instead, the authors develop a theory of emotion as a feedback system whose influence on behavior is typically indirect. By providing feedback and stimulating retrospective appraisal of actions, conscious emotional states can promote learning and alter guidelines for future behavior. Behavior may also be chosen to pursue (or avoid) anticipated emotional outcomes. Rapid, automatic affective responses, in contrast to the full-blown conscious emotions, may inform cognition and behavioral choice and thereby help guide current behavior. The automatic affective responses may also remind the person of past emotional outcomes and provide useful guides as to what emotional outcomes may be anticipated in the present. To justify replacing the direct causation model with the feedback model, the authors review a large body of empirical findings.
                Bookmark

                Author and article information

                Journal
                Academy of Management Annals
                ANNALS
                Academy of Management
                1941-6520
                1941-6067
                June 2011
                June 2011
                : 5
                : 1
                : 373-412
                Affiliations
                [1 ]New York University, Stern School of Business
                Article
                10.5465/19416520.2011.574506
                35431247
                489d82f7-013a-47b7-bee9-8fa3a2a21b07
                © 2011
                History

                Comments

                Comment on this article