Professional Documents
Culture Documents
INTRODUCTIONS
Conspicuously all human beings interact socially with others, they observe the events occurring
around them; they monitor the environment and assess its positive and negative aspects
according to their understanding. This happens wherever people live and work together and
intermingle with each other, following their observation to environment, they make their
opinions about the things happening around them and feel comfortable and relaxed when given a
chance to express their views about various events. Similarly, employees in work settings
observe their work environment and form opinions about the events occurring there. They want
to get their voice heard at proper forums (immediate supervisors, subordinates, senior official
and top management) about work- related issues ranging from rewards and promotions, salary
increments, transfers, working conditions to performance appraisal etc. under conflict scenarios,
the importance of voice behaviors is multiplied and they want to express their concerns more
exit, voice, loyalty and neglect (The EVLN Model) (Hirschman, 1970). The model was
fundamentally developed for customer relations, yet it has a broad applicability and regularly
related issues.
Conflict is an awareness of the parties involved of discrepancies, incompatible wishes, or
irreconcilable desires (Boulding, 1963; Jehn & Mannix, 2001). It is ubiquitous across teams with
a high level of task interdependence (Jehn, 1995). Task conflicts are “disagreements among
group members about the content and outcomes of the task being performed” (De Wit et al.,
2012, p. 360). Different viewpoints, opinions and ideas (Jehn, 1995; Jehn et al., 2008; Jehn &
Mannix, 2001) about “task issues such as goals, key decision areas and the appropriate choice of
action prompt such disagreements” (Pelled, Eisenhardt, & Xin, 1999, p. 2). Another notation for
task conflict is “substantive” conflict, which refers to the content of the task as well (Pelled,
1996). Such conflicts are often described as “work conflict”, “work disagreements”, and “task
problems” (Jehn & Bendersky, 2003, p. 200) and are about “people getting irritated at each other
and fight about work things” like interpreting reports (Jehn, 1997, p. 541). Task conflicts
therefore can, in a nutshell, be defined as conflicts due to different attitudes and views regarding
task solving.
The EVLN model as described in the context of employment relationships takes the
changes and improve the situation by actively sharing opinions and exchanging ideas with
organizational members (Lepine and Dyne, 2001). Loyalty refers to a passive yet optimistic
waiting for the situation to be improved and remaining committed with the organization
(Rusbult, Farrell, Rogers and Mainous, 1988). Neglect is a negative behavior that some
employees opt as a response by showing up late, remaining absent, being intentionally lazy and
misusing official hours as personal time (Farrell, 1983). Exit is the last option that some
employees exercise by actively searching new job opportunities and/or leaving the organization
(Rusbult et al., 1988). Hence, out of the four possible responses, voice is the most active one,
which if heard and considered is likely to bring positive outcomes to individuals and
organization, which may be in the form of employee-friendly policies, better working conditions,
The basic rationale of assessing the influence of voice behaviors upon its outcomes is to
find out ways of improving communication between organizational members so that intended
positive results can be taken and negative or undesired results can be minimized as Pauksztata,
Steglich and Wittek, (2011) identified voice as a two-way communication method of sharing
employees. Various studies have been conducted to ascertain the link between organizational
communication, and job performance, however there is a need to explore the link of voice
behaviors with employees’ contextual and adaptive job performance. This study has special
emphasis to explore the link between employee voice and their contextual and adaptive job
performance.
thus a study on employee voice is significant in understanding if there still exist certain
organizations which do not give their employees the due share in terms of sharing ideas for
betterment and what are the negative consequences and costs of doing so. Moreover, this study is
meaningful in many ways. The results will identify the consequences of employee voice
problems and fine tune their current practices to properly channelize employee voice to avoid
any future troubles. Furthermore, the recent study will add to the existing body of employee
voice literature in the context of Pakistan and it will bring to light the most important employee
Past research has observed that conflict emerges when team members have developed
opposing values and goals (Cosier & Rose, 1977; Eisenhardt & Schoonhoven, 1990). Recent
studies have further found that conflict may still dominate the team decision making process
even when team members share the same goals because people with different knowledge bases
and experiences may approach the team’s tasks from diverse and even opposing perspectives
Job performance includes but not limited to specific behaviors on the job, which are
exhibited in order to achieve the desired goals, (Campbell, Mchenry and Wise, 1990). Work
behaviors dictating job performance varies from job to job and organization to organization. For
instance, a computer operator’s work behavior will be different from the work behaviors of an
accountant. A major part of job performance is task performance, which links an employee’s
efforts with the performance of the organization which ultimately results in rewards and other
positive reinforcements, (Williams and Karau, 1991). Therefore, task performance is directly
linked with performing the technical or professional aspects of the job for which the incumbent
is hired. Contextual performance is that part of performance which is generally not required for
rewards and benefits, yet it is essential for the social, environmental and psychological well-
being of the organization, (Sonnentag, Volmer and Spychala, 2008). Hence, contextual factors
involve an employee’s courtesy, cooperativeness, making extra efforts and abiding by the
policies of the organization. Lastly there is adaptive performance, which is a relatively newer
dimension of performance and quiet applicable to today’s dynamic work environment. Adaptive
holding adaptive skills is useful for employees in an environment of changing job requirements
Various studies have been conducted to ascertain the link between organizational
communication, and job performance, however there is a need to explore the link of engagement
in voice behaviors with employees’ job performance under situations of task conflict. This study
attempts to explore the link between task conflict and contextual and adaptive job performance
with the mediating effect of employee engagement in voice behaviors which is presented in the
form of a research model. The mediating mechanism between task conflict and performance
(contextual and adaptive) will open avenues for understanding the dynamics through which such
Problem Statement
Although the positive outcomes of task conflicts have been studied and reported in terms of task
performance, yet there is limited work on how task conflict affect other dimensions of
performance which are contextual and adaptive performance, and amongst the most relevant
dimensions in the wake of today’s complex and dynamic work environment. Similar to task
their overall effectiveness. But these two dimensions of work performance have remained
unexplored in their relation with task conflict. Additionally, there has been limited studies that
link employee voice behaviors with their work performance in general and with contextual and
adaptive work performance in particular. This creates ground for the assumption that task
conflict may lead to employee vice behaviors resulting in the subsequent improvement of their
Therefore, it is logical to state that studying the relationship between task conflict and
employee voice behaviors and its outcomes is a critical step towards aligning managerial
practices with individual voice behaviors and taking its advantage in the form of improved
Theoretical Underpinnings
The present study is theoretically based on the Exit, Voice, Loyalty, Neglect Model (EVLN
elaborated by Farrell, (1983), Rusbult et al., (1988) is highly considered as a useful framework to
understanding employees' responses towards conflicts. Exit, voice, loyalty, and neglect are
theorized as four different responses to dissatisfying employment conditions. The seminal work
economic conditions. Furthermore, this focus got important attention in studies on employment
relationships (e.g. Rusbult et al., 1988), organizational behavior responses (e.g. Farrell, 1983;
Lemire and Rouillar, 2005; Rusbult et al., 1988; Sverke and Hellgren, 2001; Withey and Cooper,
Under scenarios of task conflict, employees may respond with higher exit behavior
(referred to as quitting the organization, or actively looking for another job), more voice behavior
(referred to as taking reasonable initiative in a belief that conditions can be improved, offering
open discussions, providing solutions i.e. voice behaviors in our study), decreased loyalty
(referred to as decreasing the involvement in extra role and organizational citizenship behavior
OCB), or more neglect behavior (employees perform half-heartedly, reducing their active
involvement, ignoring their responsibility, lateness, absenteeism). People who are in conflict can
focus their attention on non-work interests (passive and destructive reduction of commitment:
neglect). Moreover, they may try to improve their situation through voice (active and
constructive problem solving). Another possibility is to passively support the organization with
loyalty (passive, but constructive hope of problem solving). Finally, employees may quit their
job (exit which is active, but destructive from the view. therefore, we argue that under task
behaviors (mediating variable), of which the positive outcomes are expected in the form of
Research Questions
The following research questions are framed for the current study
Do voice behaviors play a mediating role between task conflict and contextual performance?
Do voice behaviors play a mediating role between task conflict and adaptive performance?
Research Objectives
2. To find out the relationship between task conflict and employees’ adaptive performance
3. To ascertain the mediating role of employee voice behaviors between task conflict and two
The present study is significant in filling the gap in literature as it takes the positive effects of
task conflict upon two unexplored dimensions of employee performance (contextual and
adaptive), and takes employee voice behaviors as the mediator, which creates a comprehensive
model. Therefore, the study will explain the role of task conflict in predicting employees’
contextual and adaptive performance, voice behaviors being the mediating variable.
Such a study model has not been tested earlier, particularly in Pakistani context. The
present study will, therefore contribute to the existing conflict literature by providing new
insights into how task conflict affects employee voice behaviors and subsequently to its
further are relevant in determining the generalizability of the research model to entire Pakistani
private sector organizations with similar competition level, policies, procedures, culture and
working environment.