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| List of Illustrations | |
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| Preface | |
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| Why is Organizational Dissent Relevant? | |
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| The Case of Sibel Edmonds: Dissent Gagged | |
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| The Case of Dr Jeffrey Wigand: Dissent and Credibility | |
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| The Traitorous Eight: Dissent Births an Industry | |
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| Society and Dissent | |
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| Repression and Dissent | |
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| Dissent in Organizations | |
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| Discussion Questions | |
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| What is Organizational Dissent? | |
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| Organizational Conflict | |
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| Upward Influence | |
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| Employee Resistance | |
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| Employee Voice | |
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| Whistleblowing | |
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| Differentiating Dissent | |
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| Discussion Questions | |
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| How Do We Make Sense of Organizational Dissent? | |
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| Classical Approaches | |
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| The Classical Management Perspective | |
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| The Human Relations Perspective | |
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| The Human Resources Perspective | |
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| Contemporary Approaches | |
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| The Systems Perspective | |
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| The Cultural-Interpretive Perspective | |
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| The Critical Perspective | |
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| The Discursive Perspective | |
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| The Identity Perspective | |
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| Theoretical Explanations for Organizational Dissent | |
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| The Decision-Making Elephant: Situational Factors that Influence Employees' Decisions to Express Dissent | |
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| The theory of independent mindedness | |
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| Unobtrusive control theory | |
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| Social responsibility and moral reasoning | |
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| The Feeling Elephant: Motivational Factors that Move Employees to Dissent | |
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| The exit-voice-loyalty-neglect model of employee dissatisfaction | |
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| Procedural justice | |
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| The Sensemaking Elephant: Explanatory Factors that Help Employees Make Sense of Organizational Dissent | |
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| Impression management | |
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| Organizational sensemaking | |
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| Discussion Questions | |
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| What Triggers Organizational Dissent | |
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| Economic, Political, and Socio-Cultural Factors Affecting Dissent | |
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| Barriers to Organizational Dissent | |
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| What are Dissent-Triggering Events? | |
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| Dissent-Triggering Events | |
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| Employee Treatment | |
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| Organizational Change | |
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| Decision-Making | |
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| Inefficiency | |
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| Role/Responsibility | |
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| Resources | |
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| Performance Evaluation | |
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| Preventing Harm | |
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| Supervisor Inaction | |
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| Supervisor Performance | |
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| Supervisor Indiscretion | |
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| Dissent and Ethics | |
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| Discussion Questions | |
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| How Do Employees Express Dissent? | |
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| Models of Organizational Dissent | |
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| Forms of Organizational Dissent | |
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| Dissent Goals | |
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| Individual, Relational, and Organizational Influences Affecting Dissent Expression | |
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| Organizational Dissent in Alternative Organizing Structures | |
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| Communication Technology and the Expression of Organizational Dissent | |
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| Discussion Questions | |
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| Upward Dissent Anyone? | |
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| Direct Factual Appeal | |
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| Solution Presentation | |
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| Circumvention | |
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| Threatening Resignation | |
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| Repetition | |
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| Recommendations for Employees Expressing Organizational Dissent | |
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| Discussion Questions | |
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| Can Organizational Dissent Be Managed Well? | |
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| How Much Dissent Can an Organization Tolerate? | |
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| Mechanisms Used to Solicit and Capture Organizational Dissent | |
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| Organizational Recommendations for Cultivating Dissent | |
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| Time Again | |
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| Discussion Questions | |
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| References | |
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| Index | |