As research on employee voice proliferates, there is an emerging interest in understanding the kinds of voice that have greater potential to enhance performance – i.e., the productivity and quality of unit and organizational outputs. Yet existing work in this area has focused primarily on characteristics of voice that appear valued by recipients, falling short in specifying the dimensions that contribute to voice’s performance-enhancing potential or the conditions that facilitate its development in organizations. Envisioning “voice quality” as a cross-level and context-specific phenomenon, we advance a contextualized theory that first draws on an organizational ambidexterity perspective to detail how voice quality is multiplicatively composed of three dimensions – desirability, feasibility, and, in exploration-focused contexts, degree of change. Further recognizing that the development of voice quality depends on context-specific knowledge, experiences, and cognitions, we accentuate how time – in conjunction with other individual and contextual factors – produces ebbs and flows in voice quality in the specific case of newcomer socialization. Altogether, our framework aims to build consensus around a contextualized understanding of the dimensions of voice quality, highlight its dynamic nature, and advance a temporally precise theory around its unique nomological network in organizations.

中文翻译：

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对语音质量、其维度及其在新移民社会化过程中的动态的情境化看法

随着对员工心声的研究激增，人们开始对了解具有更大潜力提高绩效的心声类型产生了兴趣，即单位和组织产出的生产力和质量。然而，该领域的现有工作主要集中在接受者所重视的声音特征上，未能具体说明有助于声音提高绩效潜力的维度或促进其在组织中发展的条件。将“语音质量”设想为一种跨层次和特定情境的现象，我们提出了一个情境化理论，该理论首先利用组织双元性的观点来详细说明语音质量如何由三个维度乘法构成——可取性、可行性，以及在探索中——重点背景，变化程度。进一步认识到语音质量的发展取决于特定情境的知识、经验和认知，我们强调了在新移民社会化的特定情况下，时间与其他个人和情境因素如何导致语音质量的起伏。总而言之，我们的框架旨在围绕对语音质量维度的情境化理解建立共识，突出其动态性质，并围绕其在组织中独特的法则网络推进时间精确的理论。