SYSTEMATIC REVIEW OF THE EFFECTS OF EMPLOYEE VOICE BEHAVIOR ON JOB SATISFACTION

dealing with organizational stress. Employee voice has mostly been conceptualized as a dependent variable. The empirical evidence on the effects of voice behavior for an individual is mixed. Purpose: By synthesizing the existing literature, this study aimed to contribute to the literature a better understanding of the link between employee voice and job satisfaction. Data: A total of 1635 peer-reviewed research papers were identified during the initial search. After removing the papers which were not relevant to answer the research question for this study, 46 papers remained. Application of the eligibility and MMAT criteria 23 full-text research articles were included in this review. Results: The review of the literature shows considerable differences in findings related to the effects of the direct and collective voice. Direct employee voice is positively related to job satisfaction whereas no association, or at times negative association, was observed between collective voice and job satisfaction. Job satisfaction was more strongly associated with employee voice for older employees compared to Gen Y employees. The HR and organizational strategies which encourage voice behavior result in higher job satisfaction. Employee silence leads to lower job satisfaction. The review also revealed that for female employees the voice buffers the negative job satisfaction that stems from a poor and hostile work environment. Implications: Organizations should develop mechanisms which encourage their employees to share their opinions and raise concern which would not only positively affect their positive job attitudes but would also be beneficial for the organizations.