Elizabeth Wolfe Morrison

Elizabeth Wolfe Morrison
New York University | NYU · Leonard N. Stern School of Business

PhD Northwestern University

About

46
Publications
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17,502
Citations

Publications

Publications (46)
Article
Several domains in the field of management have accumulated decades of research, resulting in hundreds of empirical and theoretical articles and established, generally agreed-upon narratives. The purpose of this symposium is to challenge these narratives, and attempt to change the conversation in three core “micro” management domains that have rece...
Article
When employees consciously withhold potentially important suggestions or concerns from those who may be able to act on that information, it can have serious implications for organizational performance. Yet there is research suggesting that, when faced with the choice of whether or not to raise an issue, employees often choose to remain silent. Our...
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When employees voluntarily communicate suggestions, concerns, information about problems, or work-related opinions to someone in a higher organizational position, they are engaging in upward voice. When they withhold such input, they are displaying silence and depriving their organization of potentially useful information. In this article, I review...
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Although proactive employee behaviors have been discussed in the management literature for over half a century, recent research in this area has paid particular attention to the importance of employee voice behavior. Interest in voice behavior, or “speaking out and challenging the status quo with the intent of improving the situation,” has increase...
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This year’s Academy of Management annual meeting marks the 30th anniversary of the publication of Ashford and Cummings’ (1983) seminal article on feedback-seeking behavior. The purpose of this symposium will be to inspire and direct future scholarly work on this crucial topic. Four presentations will be delivered on five emerging areas of feedback-...
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Incorporating input from others can enhance decision quality, yet often people do not effectively utilize advice. We propose that greater power increases the propensity to discount advice, and that a key mechanism explaining this effect is elevated confidence in one’s judgment. We investigate the relationships across four studies: a field survey wh...
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Within organizations, employees continually confront situations that put them face to face with the decision of whether to speak up (i.e., voice) or remain silent when they have potentially useful information or ideas. In recent years, there has been a rapidly growing body of conceptual and empirical research focused on better understanding the mot...
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Despite a growing body of research on employee voice—defined as the discretionary communication of ideas, suggestions, or opinions intended to improve organizational or unit functioning—the effects of shared or collective-level cognitions have received scant attention. There has also been relatively little research on voice within work groups. Our...
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The objective of this study was to empirically disentangle role perceptions related to organizational citizenship behavior (OCB) that have been confounded in past research, investigate their unique relationships with both an affiliative (helping) and a challenging (taking charge) form of OCB, and determine their relative importance in explaining th...
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This article introduces and explores the construct of pro-social rule breaking. Pro-social rule breaking is rooted in a desire to promote the welfare of the organization or one of its stakeholders. The first two studies used interview data to identify three primary types of pro-social rule breaking: rule breaking to perform one’s responsibilities m...
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In this article, both the literature on employee feedback-seeking behavior and the literature on information seeking by organizational newcomers are reviewed. This review highlights the various motives that affect the decision of whether or not to seek information, shows how the strength of those motives is affected by both characteristics of the i...
Article
Adams, 1992; Levy, Albright, Cawley, & Williams, 1995; Morrison & Cummings, 1992; Morrison & Weldon, 1990; VandeWalle & Cummings, 1997). Consistent with earlier models of information Direct all correspondence to: Elizabeth W. Morrison, Department of Management, Stern School of Business, New York University, 44 West 4 th Street, New York, NY 10012;...
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The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relations...
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Research on newcomer feedback seeking may be based on assumptions that are not universally valid: that newcomers are self-assertive, that they perceive their boss as approachable (low power distance), and that they need to be proactive to obtain the information that they need (informal, individual socialisation process). In this study, individuals...
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ABSTRACT There is evidence from a variety of sources that employees often do not feel comfortable speaking to their bosses about organizational problems or issues that concern them. The purpose of this study was to shed light on the types of issues that employees are reluctant to raise, and identify why employees sometimes decide to remain silent r...
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A sample of 154 new auditors was surveyed to investigate how patterns of social relationships affected socialization. Characteristics of the newcomers' informational networks (size, density, strength, range, and status) related to three different indicators of learning: organizational knowledge, task mastery, and role clarity. Also, the structure o...
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This study focused on how perceived costs and benefits affect information seeking across multiple types and sources of information. This focus required a within-person approach to data collection and analysis. Respondents were 282 early-career engineers. The results demonstrate that individuals selectively seek different types of information, and u...
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The authors argue that there are powerful forces in many organizations that cause widespread withholding of information about potential problems or issues by employees. They refer to this collective-level phenomenon as 'organizational silence.' In their model the authors identify contextual variables that create conditions conducive to silence and...
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This study examines factors affecting employees' perceptions that their psychological contract has been breached by their organization, and factors affecting whether this perception will cause employees to experience feelings of contract violation. Data were obtained from 147 managers just prior to their beginning of new job (time 1) and 18 months...
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This study examines factors affecting employees' perceptions that their psychological contract has been breached by their organization, and factors affecting whether this perception will cause employees to experience feelings of contract violation. Data were obtained from 147 managers just prior to their beginning of new job (time 1) and 18 months...
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Full-text available
This study focused on how perceived costs and benefits affect information seeking across multiple types and sources of information. This focus required a within-person approach to data collection and analysis. Respondents were 282 early-career engineers. The results demonstrate that individuals selectively seek different types of information, and u...
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Full-text available
In this study, we investigated a neglected form of extrarole behavior called taking charge and sought to understand factors that motivate employees to engage in this activity. Taking charge is discretionary behavior intended to effect organizationally functional change. We obtained both self-report and coworker data for 275 white-collar employees f...
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This paper discusses how organizational citizenship behavior (OCB) provides a critical link between a firm's human resource management practices and its level of customer service. It is argued that a firm's overall human resources philosophy, approach to selection and socialization, evaluation and reward practices, and use of rules and job descript...
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Reviews the literature on newcomer socialization and identifies important issues and directions for future research. In particular, it addresses issues related to socialization in the context of 3 trends: the increasing cultural diversity of the workforce, the changing nature of employment to more temporary relationships, and downsizing. We begin b...
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Book synopsis: Designed as a forum for the presentation of conceptual and methodological issues in the field of personnel and human resources management, this title covers such topics as the role of domain specific measures, and emotionality and job performance.
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The psychological contract held by an employee consists of beliefs about the reciprocal obligations between that employee and his or her organization. Violation refers to the feelings of anger and betrayal that are often experienced when an employee believes that the organization has failed to fulfill one or more of those obligations. This article...
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Selected results from an investigation that focused on the factors motivating and impeding information-seeking by early career-stage (i.e., new) U.S. aerospace engineers and scientists are reported. Undertaken as a Phase 1 activity of the NASA/DoD Aerospace Knowledge Diffusion Research Project, this initial investigation used mail (self-reported) s...
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Comments on the article by S. Madzar (1995) regarding the importance of feedback seeking behavior in the field of organizational behavior and its implications for human resource development (HRD) practice. The author argues the Madzar's article provides some useful ideas for practitioners and researchers in the area of HRD. However, E. W. Morrison...
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The assimilation literature suggests that newcomers need several types of information to reduce the uncertainty surrounding organizational entry. One hundred seventeen newcomers were surveyed to assess the perceived usefulness of seven types of information and the extent to which they had actively and passively obtained them. In general, newcomers...
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Sixty-four undergraduate students were presented with 32 scenarios and asked to indicate the likelihood that they would ask for feedback in each situation. Source expertise, accessibility, relationship quality, and reward power varied across the scenarios, and all four had significant effects. Except in the case of accessibility, there were systema...
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A survey of 317 clerical workers demonstrated that employees differed in what they defined as in-role and extra-role behavior, that these differences were related to commitment and social cues, and that employees were more likely to display organizational citizenship behavior (OCB) if they defined the behavior as in-role rather than extra-role. Res...
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To determine the relative impact of five proposed barriers to physician usage of advance directives with the aim of increasing the number of advance directives generated. Questionnaires were sent to 460 internal medicine resident and attending physicians at a large New York, NY, hospital. Of these, 277 (60%) responded. We used multiple regression t...
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Full-text available
In this study, the effects of information seeking on newcomer socialization are assessed. The results suggest that by seeking information, organizational newcomers can facilitate the socialization process. The frequency with which 135 new staff accountants sought specific types of information during their first 6 mo of employment was related to how...
Article
In this study, the effects of information seeking on newcomer socialization are assessed. The results suggest that by seeking information, organizational newcomers can facilitate the socialization process. The frequency with which 135 new staff accountants sought specific types of information during their first 6 months of employment was related to...
Article
Research suggests that the decision to engage in feedback seeking behavior will depend both on the expected diagnosticity of the feedback message and on the seeker's expectations about his or her performance level. An experi- ment was conducted in which both of these factors were manipulated. It was predicted that poor performers would seek diagnos...
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Although impression management in the feedback-seeking process has emerged as an important research topic, existing research has failed to capture the range and complexity of impression management behaviors. This article provides a theoretical framework for existing and future research. It examines how impression management sometimes discourages an...
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This study was designed to test the impact of an assigned performance goal on feedback seeking behavior. Subjects brainstormed uses for two common objects. During the first brainstorming trial, all subjects performed without an explicit performance goal. For the second trial, half of the participants were assigned a goal. Feedback seeking behavior...

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