Sci.Int.(Lahore),31(5),667-674 , 2019 ISSN 1013-5316;CODEN: SINTE 8 667 DYNAMICS OF ORGANIZATIONAL UPWARD : ORGANIZATIONAL ASSIMILATION, PERSONALITY TRAITS AND ORGANIZATIONAL CLIMATE AS MODERATOR 1Shaza Mahar, 2 Lily Suriani, 3 Kamariah Ismail, 4 Bushra Mahar 1,2 Azman Hashim International Business School, Universiti Teknologi Malaysia 3 Universiti Teknologi Brunei, Brunei 4 National University of Modern Languages, Islamabad, Pakistan ABSTRACT - This study examines weather personality traits; organizational assimilation impact upward dissent or organizational climate has a moderating role on the relationship between personality traits and organizational dissent. A convenience sampling was used, and 260 employees completed the survey questionnaire. Results revealed that assimilation has positive relationship with upward dissent which means people who are high assimilated tend to express dissent to their managers. Personality traits also positively influence upward dissent workers who are trustworthy and sorted out are probably going to express their dissent legitimately to directors. Further, results indicate that organizational climate moderates well with upward dissent and personality trait. Findings suggest that employees who stated being more meet people within their respective also spoken more dissent to executives and to colleagues. Keyword: Personality traits, organizational assimilation, organizational climate, and organizational dissent.

1. INTRODUCTION a program of research that spotlights on the manners by Organizations faces many challenges one of them are which representatives impart disappointment in the the expression of unwanted truth and dissent. Many work environment, an idea regularly alluded to as study states that workers are sometimes unable to speak organizational dissent [10]. Exclusively, these two up about the concerns and problems existing in the variables of research (i.e., assimilation, dissent) have workplace [1]. Dissent is an individual act by gotten noteworthy consideration in organization; yet employees which requires them there to understand collectively, they have gotten little thought as their organizational position as well as social standing interrelated procedures. Along these lines, the in the organization [2]. It is further discussed that behind this investigation was to investigate selection of dissent is inspired by organizational, the connection between assimilation and dissent by relational and individual factors.as it is considered that deciding the degree to which being assimilated into an dissent is an individual act then it can be assumed that association predicts the kind of dissent where employee different personality traits of employees will influence engage. the ways to express dissent. Expression of dissent is While Kassing et al. [1] studied different, connected normally considered as a negative act but it is a way to dissent occasions, this study is constrained to upward communicate what is going wrong in the workplace.it is dissent around a solitary trigger. Thus, this examination a tool which contributes to the development of aims to study the connection between upward dissent organization [3]. Additionally, employee personality and the Organizational assimilation ,Big Five and dissent has a significance since personality testing personality traits, and whether organizational climate as is progressively utilized in associations and profiles are moderation impacts the connection between Big Five promptly accessible to administrators [4]. personality traits and upward dissent. Moreover, few Consequently, the connection among investigations tried representative dissent strategy personality and dissent can be useful, particularly, for choice in non-US settings, counting Pakistan. So, managers to see how to propel workers to express dissent and its elements should be analyzed further in dissent. As Leavitt Leavitt [5] and different studies Pakistani setting. Zhan and Hample Zhan and Hample [6] expressed that 2. LITERATURE REVIEW organizational cultures and atmospheres cultivate or 2.1 Organizational Dissent upset dissent in an association, it is likewise imperative Kassing et al. [1] proposes that dissent enhances to research organizational climate on the connection associations since it gives remedial input that enables among personality and dissent. associations to adjust to evolving conditions. Points of Research on assimilation has a broad and powerful dissent may incorporate unfair treatment, hierarchical history that ranges crosswise over disciplines [7, 8]. In change, jobs and duties, morals, as well as boss inaction the correspondence discipline, assimilation research [8]. Dissent might be coordinated horizontally to has started to investigate the impacts, results, and associates, upward to the executives, or to individuals interrelated procedures that are related with being outside of the association, for example, and acclimatized into an association [9]. Additionally, companions (alluded to as displaced dissent) [11]. communication researchers have created and propelled Whistle blowing is another type of dissent that depicts September-October 668 ISSN 1013-5316;CODEN: SINTE 8 Sci.Int.(Lahore),31(5),667-674 , 2019 revealing organizational bad behavior [12]. In this bound to utilize voice than those in low LMX research we are explicitly inspired by better connections. understanding the utilization of upward dissent, so we 2.3 Organizational Assimilation limit our concentration to the unrivaled subordinate OA is the "forms by which people become incorporated relationship. into the way of life of an association" [10]. Graen and 2.2 Upward Dissent Ginsburgh [20] distinguished six measurements during Upward dissent involves the declaration of difference to the spent. Familiarity with others alludes to administrators, bosses, or the board. Choices of making companions and building passionate bonds with whether and how to express upward dissent are associates. Acculturation includes learning the impacted by the individual, social, and organizational authoritative standards and principles of the setting [13]. concerns about revenge, social harm, and organization. Acknowledgment means being perceived poor execution assessments are the essential reasons as significant by managers and coworkers. Involvement employees decide not to impart upward to bosses[14]. shows looking for potential approaches to make Upward dissent has been observed to be a pointer of commitments to the association, for example, work commitment, while dissent communicated to non- deliberately performing additional tasks. job was observed to be a pointer of plan to competency alludes to one's work/ execution. Job leave the association [7]. Zeng and Croucher [15] arrangement involves workers/individuals arranging likewise discovered that representatives who revealed their desires and the desires for the organization. elevated amounts of working environment the right to Gailliard, [21] approved this estimation and further speak freely utilized more upward dissent than refined the measurement "familiarity with others" into representatives revealing either moderate or low "recognition with colleagues" and "familiarity with dimensions of work environment the right to speak administrators." Interestingly, a significant number of freely. The capacity to dissent is additionally likely the dissent activating occasions distinguished in past identified with one's feeling of their organizational research, Bernadette Gailliard and Davis [22] join well status, as representatives in the management positions onto the components of assimilation. For instance, revealed utilizing more upward dissent when contrasted dissenting about jobs/duty would be educated by with workers in non-management positions [6]. osmosis about role negotiation. Correspondingly, Researchers additionally gauge the dimension of dissenting about execution assessment procedures or relationship quality they have or need to keep up with results would be affected about competency. their managers in choices about whether to dissent [16]. Assimilation about standards/rules (i.e., cultural Upward dissent is unsafe and can impact affect assimilation) and about acknowledgment may cultivate unrivaled subordinate relationship quality. Bosses and dissent articulation in light of representative treatment subordinates in higher quality trades show language individuals see as unfair treatment given the designs characteristic of shared, as opposed to one way, organizational standards administering acknowledgment impact [17]. Fairhurst additionally discovered that and expectations. Likewise, assimilating about making subordinates in high LMX connections displayed a commitments to the association (i.e., inclusion) will propensity to address and challenge bosses' choices, yet shape worker discernments and assumptions regarding with language that was arranged toward discovering basic leadership and hierarchical change, two extra and shared view and giving elective answers for no routine key triggers of dissent articulation. The degree of cover issues. Essentially, Krone Krone [18] found that between these develops recommends that the procedure subordinates with high LMX contended of assimilation should apply some effect on dissent straightforwardly for their thoughts more every now and articulation in associations. Discoveries from past again than subordinates with low LMX. Their upward research show, at any rate through roundabout proof, impact strategies included straightforwardly contending that such an association likely exists. For instance, for some ideal strategy, giving reasons, and giving Goldman and Myers Goldman and Myers [10] detailed verifiable help to their perspective. Schalk et al. Schalk, a noteworthy positive connection between tenure and et al. [8] led an investigation of LMX and dissent and recurrence of dissent, inferring that workers after some found that workers who saw higher quality associations time and through socialization into an association build with their administrators were bound to take part in up a comprehension of the frames of mind and upward dissent than workers who saw having lower standards with respect to dissent articulation. quality associations with their directors. In an Moreover, Kassing [13] contended that dissent is a co- investigation of the relationship between voice and built procedure whereby the significance of dissent get LMX, Dienesch and Liden Dienesch and Liden [19] developed and returning to after some time by a large found that subordinates in high LMX connections were group of employees. Connections with respect to

September-October Sci.Int.(Lahore),31(5),667-674 , 2019 ISSN 1013-5316;CODEN: SINTE 8 669 dissent articulation in associations could be precaution and sorted out)" [25]. Emotional stability measurement, (e.g., a tutor instructing a protege on how best to frequently called with its opposite neuroticism, can be express dissent) or intelligent (e.g., a senior partner characterized as the propensity to be secure, sincerely questioning a lesser partner on what to think about a balanced and quiet [26]. A portion of the qualities particular instance of dissent articulation). Along these related with this measurement incorporate being lines, that serve an assimilation work flexible, quiet, and stable (rather than being restless and likewise demonstrate instructive as to dissent shaky). Receptiveness to is "described by articulation and vice versa. To test the immediate intellectance (scholarly and philosophical) and whimsy linkage between organizational assimilation and (inventive, self-sufficient, and nonconforming)" [4]. A organizational dissent, [14] discovered all components portion of the parts of this measurement are aesthetic of organizational assimilation are connected interests, creative mind, emotionality, bravery, emphatically with upward dissent. So, hypothesis is radicalism, and insight [9]. built on previous literature:  H2: There is a significant relationship exist  H1: There is a positive relationship between between personality and upward dissent. upward dissent and organizational assimilation. OC is considered as a moderating variable among character and organizational dissent. OC has 2.4 Personality Traits coordinating power on various organizational outcomes Character can be portrayed as "the made, making since it impacts organizational systems, for instance, system inside the individual that addresses the total correspondences, mental strategies, fundamental action of his or her convincing, energetic, abstract, initiative, obligation, motivation and coordination [16]. social arranging, and other mental subsystems" [6]. Various models, [22, 28, 34] mulled over climate as an Character hypothesis recommends that individual authority variable affecting agent results since it is a differentiations in character can be useful for fundamental format to shape laborer practices and understanding practices in affiliations [23]. The five- moods. factor model is a prevalent model of character [18]. 2.5 Organizational Climate Much measure of research offers confirmation to the Redmond et al. [27] described OC as "the by and large life of the Big Five components [33]. The Big Five (or continuing on nature of the inside state of an affiliation Five Factor) measurements are Extraversion, that (an) is experienced by its people, (b) impacts their Agreeableness, Conscientiousness, Emotional Stability, direct, and (c) can be depicted similar to the estimations and Openness to Experience [24]. The fifth factor has of a particular course of action of characteristics (or most noticeable logical inconsistency in writing [26]. properties) of the affiliation". Ekvall [33] portrayed OC McCrea and Costa [22] denoted this factor as as "a great deal of properties which can be seen about a "receptiveness to encounter". particular affiliation or possibly its subsystems, and that It as "imaginative personality". In this present may be started from the manner in which that examination, "receptiveness to encounter" imprint will relationship just as its subsystems deal with their people be used since its usage is more common than other and condition". A thought that is as often as possible proposed names for this factor. Of these five used on the other hand with climate is culture. measurements, extraversion factor portrays the degree Regardless of the way that these terms are interrelated, of duty with the outside world. Characteristics for the there are hypothetical differentiations between the two. most part associated with this factor join "pleasant, Culture demonstrates the significant structure of gregarious, certain, loquacious, and dynamic" (Barrick affiliations, which is introduced in the characteristics, and Mount, 1991). Agreeableness measurement is assumptions, and accepts of organization people. On the identified with how much individuals esteem coexisting other hand, climate presents condition as being with others (Shen et al., 2006). Every now and again embedded in the affiliation's framework, anyway connected characteristics with this measurement it is most likely going to delineate these social incorporate being "courteous, flexible, trusting, genial, circumstances in by and large static terms, depicting agreeable, pardoning, loving, and tolerant" [23]. them as fixed course of action of measurements [22]. Conscientiousness alludes to an individual's level of Besides, Van Muijen [19] demonstrated that there are association, determination, diligent work, and methodological differentiations between these thoughts inspiration in the realization of objective in light of different consistent establishments and accomplishment [24]. Conscientiousness is traditions of climate and culture researchers. By and conceptualized in three angles: "accomplishment large, climate masters used quantitative systems, (for direction (hardworking and steady), trustworthiness instance, studies) when diverged from emotional (dependable and cautious), and deliberateness (planful procedures, (for instance, observation, meets) that were

September-October 670 ISSN 1013-5316;CODEN: SINTE 8 Sci.Int.(Lahore),31(5),667-674 , 2019 used by culture analysts [26]. Different organizational 3.2 Instruments climate measurements have been offered by pros. Personality traits was measured with 10 items by using In Pakistani setting, Abu Bakar et., Abu Bakar, et al. Goldberg’s [30] scale. Organizational climate was [27] directed an examination on 234 representatives via measured with 12-item. Upward dissent was measured 15 banking in Pakistan and inspected the impact of with 9 items by using Kassing, et al. [1]. Myers and (HRM) exercises and organizational climate on worker Oetzel [9] 20-item were used to measure organization work fulfillment. The discoveries showed that OC and assimilation. The scales used to calculate all variables HRM exercises have huge effect on were adapted from preceding researchers with fulfillment. It ought to be noticed that OC is a basic idea necessary change that is appropriate for the study. The for associations on the grounds that various parts of questionnaires consisted of two components. One was climate have been observed to be connected to various for demographics of the employees, second part organizational and employee results. These incorporate consisted of items with 5 likert scale with strongly agree job fulfillment [27], motivation [5], organizational duty to strongly disagree. [28], firm money related execution [29], , 4. ANALYSES AND RESULTS and innovation [12]. It is believed that OC would 4.1 Demographics assume a significant job on the connection personality the demographics of sample surveyed in terms of and upward dissent. Various parts of OC may cultivate frequencies and percentage. It is further divided into or ruin distinctive personality attributes to express Gender, age, education. The results are presented in the dissent. following table 1: Table 1: Demographics  H3: Organizational climate has moderating effect on the relationship between personality traits and N (260) Category F % upward dissent. Age 20-25 10 4.8 26-30 80 38.5 31-35 84 40.4 2.6 Theoretical Framework: 36-40 4 1.9 41+ 30 14.4 Organizational Education High School 93 44.7 Climate Bachelors 115 55.3 Masters 0 0 Personality Gender Male 160 65 Traits Female 100 35 Upward 4.2 Validation of Measurement Model In model appraisal, the beneath model was attempted to Organizational affirm the reliability and legitimacy of the study. To

Assimilation assess the model Smart PLS 3.0 is utilized. The loading and cross loading of the poll was analyzed by the scientist to examine any issue. As it is essential of the measurement model. Before deciding the concurrent Figure 1: Proposed theoretical Framework legitimacy, the specialist analyzed loading and cross 3. METHODOLOGY loadings of all items of the examination factors to bring 3.1 Participants and Procedures up any issue which fill in as a pre-essential for The survey questionnaire was filled by employees measurement model. As contends by Hair et al. [32] CV working in telecom industry of Pakistan. The is checked when every one of the items have variables questionnaire was sent to companies whose higher loading higher than 0.5. management agreed to such data collection. In Table 2: Construct reliability and AVE calculating the appropriate sample size, Hair Jr, et al. Variab Item [30] suggested that minimum sample for PLS analysis le s Loadings α CR AVE 0.69347 PT1 0.931397 0.930569 0.945962 is about 200. Hence, a total of 300 questionnaires were PT 2 distributed among the employees. However, the total of PT2 0.592712 260 were usable for further testing because of unfilled

questions. This study used convenience sampling. PT3 0.931397 These questionnaires were filled online by employees. PT4 0.931397 all employees voluntarily filled the questionnaire. the PT5 0.539349 data was collected in time span of one month. September-October Sci.Int.(Lahore),31(5),667-674 , 2019 ISSN 1013-5316;CODEN: SINTE 8 671 PT7 0.86057 CS OBSE RB PT9 0.833659 PT 1 PT1 0.931397 OC 0.857325 1 0 -0.29761 -0.15805 1 OC1 OA 0.764532 0.887368 0.912622 0.54855 OC 0 OD 0.15749 0.106228 -0.83575 OC2 0.367673 OC3 0.848344 4.4 Structural Model for Direct Relationships In the wake of recovering the estimation model, the OC4 0.796579 structural model was evaluated by utilizing SmartPLS OC5 0.671065 3.0. To evaluate the basic model hypothesis testing with OC6 0.932465 path coefficient and T-value, effect size and prescient OC1 importance of the model were analyzed. 0.607702 1 4.5 Direct Hypothesis Testing OC8 0.693847 In PLS, structure model gives inside investigation of the close relationship among the factors of the examination OC9 0.832156 study and their t-values as for as way coefficients. As 0.52290 OA1 0.871119 0.732245 0.811705 indicated by Henseler et al. [33], the manner in which OA 8 coefficient is a comparable like beta coefficient. Where OA2 0.637438 beta estimations of the coefficient t-values are dissected OA3 0.71245 to choose the significance. Following the standard rule OA4 0.647204 by Hair et al., [32], Bootstrapping system was OA7 0.90959 performed (with 500 testing emphases for 209

cases/recognitions) to get beta estimations of the OA9 0.970305 coefficient and t-values which more than 1.64 is seen as OA1 0.966695 huge, which is moreover used for settling on the 1 purposed hypothesis. The central explanation behind OA1 0.981152 3 this examination is to focus on model appraisal with OA1 assessment of direct associations and furthermore to test 0.826929 5 the guessed associations among the factors through the OA1 essential model. In this exploration two (2) hypothesis 0.981314 7 which has direct associations were attempted, every one OA2 0.949302 of the two 2 were bolstered. Table 4 plots that the two 0 hypotheses that were maintained and recognized have t- 0.79464 OD1 0.933773 0.965669 0.968612 value more than 1. It was totally explained in Table 3 OD 7 which shows the effect of all IV on DV. OD2 0.921063 Table 4: Results of Hypothesis Testing (Direct Effects) OD3 0.902468 Finding O M SD SE T OD4 0.804122 s OD5 0.905044 PT -> 0.82 Supporte 0.823 0.022 0.022 36.99 OD6 0.950942 UD 5 d OA-> 0.72 Supporte OD7 0.888949 0.722 0.020 0.020 34.69 UD 7 d OD9 0.813754

4.6 Structural Model with Moderation 4.3 Correlation Matrix In the meantime, the R2 value is increased to 0.798 by Correlation matrix was coordinated to guarantee the introducing the moderating variable which is outer consistency of the model, in view of the organizational climate between IV’s and DV. connection between the latent factors the constructs Table 5: Moderation Analysis were contrasted and square base of AVEs. As appeared Path O M SD S.E t-Stat Result in Table 3 every one of the correlation among the variables are lower than square root midpoints (AVEs). PT*OC 1.39 1.02 1.11 1.11 1.65 Supported Table 3: Correlation Matrix  UD

September-October 672 ISSN 1013-5316;CODEN: SINTE 8 Sci.Int.(Lahore),31(5),667-674 , 2019 5. DISCUSSION 6. CONCLUSION This study gives some clearness on both of these fronts. The findings of the current study indicated that there is The relapse examinations show clear connections exist an association among personality dimensions, employee between dissent articulation and assimilation. dissent and organizational climate. Among different Curiously, positive relationships were evident upward outcomes, this investigation showed that uprightness, dissent communicated to the executives. The way that suitability, and receptiveness to encounter character this connection was available for dissent communicated attributes explain the vacillation in laborers' aura of to varying audiences affirms Garner [31] early inconsistency upwardly. Additionally, it was found that hypothesis that dissent exists in all associations and in organizations, underscoring human relations, laborer should be directed some place. The present result support, information sharing, and low formalization, likewise demonstrates that assimilation forms in representatives are impelled to express their question to associations help manage how representatives realize the board. If organization does not get a handle on when, where, and with whom they should share their specialist concerns or contrasts, agents might need to dissent. express their question to outside groups. In any case, The study additionally underlines the significance of representative data and appraisals can be used by personality and organizational climate on employee current relationship to deal with the present forceful and dissent. This conclusion is steady with previous dynamic circumstances. Organizations that regulate examinations. For example, [31] expressed that agent inconsistency can even more viably acclimate to representatives' impression of their organizational changes in the earth and expansion advantage. climate impact the manner in which workers express The outcomes demonstrated that this investigation has a dissent. [32] additionally pointed that dissent is an few troubles. These outcomes can be productive for exceptionally customized act and it is recommended organizations to appreciate laborer negate. Useful that both individual and hierarchical variables ought to ramifications of this examination are also huge in be mulled over when looking at dissent [33]. making an organization situation that supports the Moreover, the discoveries demonstrated that climate has announcement of dissent. Directors may use the a moderating role on the connection among personality aftereffects of this examination about the job of and upward dissent. At the point when the testing representative character and organizational climate to method recommended by Krone [18] was utilized, it spur workers' upward dissent. For instance, the balance was found that humanistic organizational climate has a of climate the association among honesty and upward reinforcing job on this relationship. As per the dissent centers the centrality of making a working examination results, personality have qualities, for environment that supports participation, coordinated example, supporting worker support, , data effort, -based association among representatives. sharing, trust-based great connections among This outcome underlines the essentialness of a representatives, and the comparative. Associations workspace where low formalization and specialist stressing human relations spur particularly, their reliable caution are stimulated. These discoveries can be representatives for open communication and welcome considered by organization directors to make a their differences what's more, reactions. At the point circumstance that invigorates representatives the when there is a steady and trust-based condition in the privilege to talk openly inside organizations. organization, workers who are trustworthy, and sorted In addition, the examination results can likewise be out [34] are probably going to express their dissent consolidated into worker preparing and improvement legitimately to directors. [5] think about backings this programs, particularly into administration improvement end. [5] inquire about showed that strong climate programs. Likewise, these findings can be utilized by altogether anticipated employee related factors. organizations in expanding the adequacy of worker This investigation gives new bits of to input and cooperation programs. The study gives new dissent, yet it has a few limitations. Convenience insights on organization dispute yet a few viewpoints sampling was utilized and this constrained the should be explored with further investigations. Future generalizability of the outcomes. Likewise, the study studies can incorporate diverse hierarchical atmosphere may not completely cater all cultures in Pakistan and factors, for example, struggle or individual duty different nations in the world. Besides, in this measurements of contemplate. In addition, testing exploration, organizational; climate scale was stacked elective models with extra factors, for example, on three factors that contrasted from the five variables administration or authoritative culture would carry new offered by Yahyagil. This outcome makes another points of view to hierarchical contradiction. Moreover, limitation. future examinations on worker disagree particularly in non-U.S. settings can be productive.

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