Employee Voice Behavior across Cultures: Examining Cultural Values and Employee Voice Behaviors in Korea and the United States

Abstract

This paper examines the role of cultural values measured as collectivism, face-saving, and conflict-avoidance, in predicting employee voice behavior. Using data (n = 198) collected from automotive-industry employees in the United States (US) and Korea, several interesting findings emerged. First, and most notably, for a “leaver” who chooses the exit option, culture does not matter, such that none of the three cultural values have a significant association with the exit option across countries. Second, for a “stayer,” who chooses the voice, loyalty, or neglect option, culture does matter in that cultural-specific values, such as collectivism, face-saving, and conflict-avoidance were found to affect employees nonexit options in the Korean sample, but not in the U.S. sample. The results of this study suggest that these three cultural values guide and predict employee voice behavior. Additionally, the results of this study confirm that job alternatives are a significant predictor of the exit option across cultures. This study therefore presents strong empirical evidence of the effect of culture on employee voice behavior and increases our understanding of employee voice behavior across cultures.

Citation

Park, J.-Y. and Kim, D.-O. (2016), "Employee Voice Behavior across Cultures: Examining Cultural Values and Employee Voice Behaviors in Korea and the United States", Employee Voice in Emerging Economies (Advances in Industrial & Labor Relations, Vol. 23), Emerald Group Publishing Limited, Leeds, pp. 73-103. https://doi.org/10.1108/S0742-618620160000023004