| dc.description.abstract | This quantitative study explores the concept of whether there exists a negative correlation between managers that experience organization-imposed overload (OIO) and Group voice behavior within employees, and how a mastery climate moderates the negative correlation. In the literature, a distinction is made between self-initiated overload (SIO) and organization-imposed overload (OIO). This study is based on the work overload that an organization imposes on its employees (OIO), as earlier research argues that this form of work overload, causes the most negative effects on those exposed. Data was collected through individual, electronic questionnaires and to strengthen the study, variables were measured at both manager and employee levels. Organization-imposed overload was measured at the manager level, while Group voice behavior and mastery climate were measured at the employee level. The study occurred from 2019 to 2021 and is divided into three measured periods. This study is based on the measured period 1, where the study’s sample consisted of 591 employees and 38 managers from various Norwegian companies. The results support the study’s two hypotheses, which assumed that organization-imposed overload reduces Group voice behavior, and that mastery climate as a social employee-and-manager resource moderated the negative correlation. The study contributes to an increased understanding of the consequences of organization-imposed overload and the benefits of a mastery climate. | en_US |
