Examining the relationships between face concerns and dissent

Bibliographic Data

ID21620119
AuthorsStephen M Croucher (0000-0002-7087-2547, Massey University), Stephanie Kelly (0000-0002-6874-5055, North Carolina Agricultural and Technical State University), Hui Chen (0000-0003-2866-7811, Massey University), Douglas Ashwell (0000-0002-2548-1037, Massey University)
Year2021
Volume32
Issue1
Pages20-38
Publication date2021-01-29
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueInternational Journal of Conflict Management (JOURNAL)
Journal identifiersISSN: 1044-4068 • E-ISSN: 1758-8545
PublisherEmerald (PUBLISHER)
DOI10.1108/ijcma-11-2019-0215
OpenAlexW3021721253
LanguageEN
Citations received5
References cited54

Purpose The purpose of this study is to examine the relationships between face concerns, articulated (upward) dissent and organizational assimilation. In this study, articulated dissent was conceptualized as a type of dissent. Design/methodology/approach A questionnaire was distributed to 370 working adults in the USA via Qualtrics. The questionnaire measured five face concerns, namely, self, other and mutual-face, articulated dissent and organizational assimilation. Before hypothesis testing, each measure was subjected to a confirmatory factor analysis to ensure that the hypothesized factor structure held. Pearson correlation and ordinary least squares estimation were used to test the hypotheses. Findings Conceptualizing dissent as a type of conflict, the findings of the current study are as follows: self-face and assimilation are positively correlated, other-face and assimilation are positively correlated, mutual-face and assimilation are positively correlated, assimilation and articulated dissent are positively correlated and organizational assimilation mediated the relationship between mutual-face and articulated dissent. Research limitations/implications Theoretically, the self-presentation process (face) is more critical as a person becomes part of an organization; it is through assimilating into an organization that members become familiar with the norms of an organization and more comfortable dissenting to their superiors (articulated dissent); and the more the authors integrate with the work colleagues the more the authors engage in mutual face-saving. Practical implications The results of this study demonstrate that self-presentation is critical as a person becomes part of an organization, particularly when it comes to managing conflict. Originality/value This is the first study to link facework with organizational dissent. The results add to the understanding of how face affects whether we choose to express this kind of conflict behavior

Dissent · Dissenting opinion · Political science · Politics · Social science · Sociology · Communication in Education and Healthcare · Emotional Labor in Professions · Law · Psychology · Public Relations and Crisis Communication · Social Psychology

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