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De Clercq, D. & Pereira, R. (2022). Let's work together, especially in the pandemic: Finding ways to encourage problem-focused voice behavior among passionate employees. Journal of Organizational Effectiveness: People and Performance. 9 (2), 169-192

D. D. Clercq and R. T. Pereira,  "Let's work together, especially in the pandemic: Finding ways to encourage problem-focused voice behavior among passionate employees", in Journal of Organizational Effectiveness: People and Performance, vol. 9, no. 2, pp. 169-192, 2022

@article{clercq2022_1732185765541,
	author = "De Clercq, D. and Pereira, R.",
	title = "Let's work together, especially in the pandemic: Finding ways to encourage problem-focused voice behavior among passionate employees",
	journal = "Journal of Organizational Effectiveness: People and Performance",
	year = "2022",
	volume = "9",
	number = "2",
	doi = "10.1108/JOEPP-05-2021-0121",
	pages = "169-192",
	url = "https://www.emerald.com/insight/publication/issn/2051-6614"
}

TY  - JOUR
TI  - Let's work together, especially in the pandemic: Finding ways to encourage problem-focused voice behavior among passionate employees
T2  - Journal of Organizational Effectiveness: People and Performance
VL  - 9
IS  - 2
AU  - De Clercq, D.
AU  - Pereira, R.
PY  - 2022
SP  - 169-192
SN  - 2051-6614
DO  - 10.1108/JOEPP-05-2021-0121
UR  - https://www.emerald.com/insight/publication/issn/2051-6614
AB  - Purpose—This study seeks to unravel the relationship between employees’ passion for work and
their engagement in problem-focused voice behavior by identifying a mediating role of their
efforts to promote work-related goal congruence and a moderating role of their perceptions of
pandemic threats to the organization.
Design/methodology/approach—The research hypotheses were tested with quantitative data
collected through a survey instrument administered among 158 employees in a large Portuguesebased organization that operates in the food sector, in the midst of the COVID-19 pandemic. The
Process macro was applied to assess the moderated mediation dynamic that underpins the
proposed theoretical framework.
Findings—Employees’ positive work-related energy enhances their propensity to speak up about
organizational failures because they seek to find common ground with their colleagues with
respect to the organization’s goals and future. The mediating role of such congruence-promoting
efforts is particularly prominent to the extent that employees dwell on the threats that a pandemic
holds for their organization.
Practical implications—The study pinpoints how HR managers can leverage a negative
situation—employees who cannot keep the harmful organizational impact of a life-threatening
virus out of their minds—into productive outcomes, by channeling positive work energy, derived
from their passion for work, toward activities that bring organizational problems into the open.
Originality/value—This study adds to HR management research by unveiling how employees’
attempts to gather their coworkers around a shared work-related mindset can explain how their
passion might spur reports of problem areas, as well as explicating how perceived pandemicrelated threats activate this process.
ER  -