| Abstract | Organizational dissent is associated with a myriad of positive organizational outcomes including job satisfaction (Lutgen-Sandvik, Riforgiate, & Fletcher, 2011) and overall organizational success (Hegstrom 1990; Redding, 1985). This study investigates the relational variable of teamwork schema similarity and the organizational level variables of group atmosphere as factors which affect the expression and appropriateness of organizational dissent. Results indicate that upward dissent is considered more conversationally appropriate than lateral dissent, and that the five dimensions of group atmosphere (trust, respect, liking, open discussion, and cohesiveness) are each positively related to the expression of upward dissent. |
