E-Mail and Face-to-Face Organizational Dissent as a Function of Leader-Member Exchange Status

Abstract

The purpose of this study was to examine whether leader-member exchange status (in-group vs. out-group) of employees explains differences in organizational dissent (i.e., articulated, latent, displaced) via e-mail as opposed to face-to-face. Participants were 166 full-time employees working in a variety of organizations. Results indicated that out-group employees were more likely to express articulated dissent through e-mail, whereas in-group employees were more likely to express articulated dissent in person. The results of this study suggest that the quality of the supervisor-subordinate relationship is important in determining how contradictory opinions are communicated in an upward manner via e-mail. Communicating these subordinate opinions in person to a supervisor, instead of sending an e-mail, may be indicative of a better working relationship. Furthermore, e-mail may be a positive venue for out-group employees, previously unwilling to question management, to dissent.