Extant literature shows that employee voice has ambiguous effects on organizational outcome. Especially because employee voice challenges the status quo, it can attract retaliation and lead to silencing of the employee. Thus, rather than producing change, employee voice can lead to increase in workplace tensions. On the other hand, employee voice also has positive consequences such as building a partnership-based culture between supervisors and employees. The purpose of this article is to reconcile these contradictory findings by reinforcing voice as having a deliberative dimension which fosters a harmonious dialogue around workplace issues.,We surveyed 628 managers working in organizations across different industrial relations contexts in India. Managers working in different sectors were chosen so that we could examine the consequences of employee voice across contexts with differing trade union strengths. We adopted a Structural Equation Modeling (SEM) approach to test the effect of employee voice on environment for innovation.,We find that trust in senior management and relationship between employees and their supervising managers mediate the relationship between employee voice and environment for innovation. The findings in the article do reconcile an important dilemma about employee voice. Earlier studies have argued that employee voice is a mechanism for engaging with the dissatisfaction that employees may have in their workplaces. Our study indicates that when deliberative elements are incorporated into employee voice it is no longer merely a means for addressing dissatisfaction but constructively contributes to positive organizational outcomes such as environment for innovation.,The effects of employee voice on environment for innovation can be understood more clearly by adopting a longitudinal research design. The findings of this article are limited by the cross-sectional frame of research design adopted. The scale that is developed for employee voice needs more validation in other international contexts.,This study provides a framework through which employee voice can be shifted from adversarial frames of reference to harmonious and partnership-based forms of engagement. This also has the potential to transform the role of trade unions inside organizations and build a more collaborative edifice between multiple stakeholders. Another implication is that when voice is seen in a deliberative fashion it can lead to improved environment for innovation.,The purpose of this study is to contribute to reconceptualization of employee voice by contending that deliberative issues are an important part of transforming the status quo. Consequently, the patterns of deliberation structure constructive partnerships between different organizational stakeholders who may be perceived as having hostile relationships with each other. This study reconciles previous findings which suggested that employee voice can have negative consequences such as retaliation by suggesting that positive consequences of employee voice are contingent on its deliberative component.

中文翻译：

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在印度组织的协商环境中，员工声音对创新的影响

现有文献表明，员工的声音对组织结果具有模糊的影响。尤其是因为员工的声音挑战了现状，它可以引起报复并导致员工沉默。因此，员工的声音而不是产生变化，而是会导致工作场所的紧张感加剧。另一方面，员工的声音也会产生积极的影响，例如在主管和员工之间建立基于伙伴关系的文化。本文的目的是通过加强声音的协调性来调和这些矛盾的发现，因为它具有协商性，可以促进围绕工作场所问题的和谐对话。我们调查了628名在印度不同劳资关系背景下的组织中工作的经理。选择了在不同部门工作的经理，以便我们可以研究具有不同工会实力的员工在不同背景下发言的后果。我们采用结构方程模型（SEM）的方法来测试员工声音对创新环境的影响。我们发现，对高级管理层的信任以及员工与他们的主管之间的关系介导了员工声音与创新环境之间的关系。文章中的发现确实调和了有关员工声音的一个重要难题。较早的研究认为，员工的声音是一种应对员工在工作场所中可能产生的不满情绪的机制。我们的研究表明，将审议因素纳入员工的声音中后，它不再仅仅是解决不满的一种手段，而是对积极的组织成果（如创新环境）做出建设性贡献。可以更清楚地理解员工声音对创新环境的影响通过采用纵向研究设计。本文的发现受到所采用的研究设计的横截面框架的限制。为员工意见而开发的量表需要在其他国际环境中得到更多的验证。本研究提供了一个框架，通过该框架，员工意见可以从对抗性参考框架转变为和谐的和基于伙伴关系的参与形式。这也有可能改变工会在组织内部的作用，并在多个利益相关者之间建立更具协作性的大厦。另一个含义是，当以协商的方式看待声音时，可以改善创新的环境。本研究的目的是通过主张协商性问题是改变现状的重要组成部分，为员工声音的概念化做出贡献。因此，审议模式构成了不同组织利益相关者之间的建设性伙伴关系，这些利益相关者可能被视为彼此具有敌对关系。