Employees' reactions to problematic events: A circumplex structure of five categories of responses, and the role of job satisfaction

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A refined exit, voice, loyalty, and neglect (EVLN) typology (Farrell, 1983) was examined. It was argued that the category of voice responses, that is, attempts to improve the situation, should be divided into two forms: considerate voice and aggressive voice. Considerate voice consists of attempts to solve the problem taking into account one's own concerns as well as those of the organization, and aggressive voice consists of efforts to win, without consideration for the concerns of the organization. In line with Farrell (1983), all categories of behavioral responses were assumed to differ on two dimensions, namely, destructive-constructive and active-passive. It was assumed that the responses can be ordered in a circumplex structure. Factor analyses of data from 233 teachers and maternity nurses demonstrated the empirical separability of the five categories of behavioral responses and supported the two-dimensional structure of the model. Job satisfaction, especially satisfaction with supervision, seemed to promote considerate voice and loyalty (that was relabeled as patience), and suppress exit, aggressive voice, and neglect. Furthermore, the correlations between job satisfaction and the five responses provided additional support for the circumplex structure of the refined model. The pattern of responses runs in the following order: considerate voice, aggressive voice, exit, neglect, patience. Copyright (C) 1999 John Wiley & Sons, Ltd.

Originele taal-2English
Pagina's (van-tot)309-321
Aantal pagina's13
TijdschriftJournal of Organizational Behavior
Nummer van het tijdschrift3
StatusPublished - mei-1999

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