Workplace Freedom of Speech and Organisational Dissent Strategies in Ghana: Evidence From a Cross-Sectoral Study

Abstract

This study examines how workplace freedom of speech (WFS) relates to organisational dissent in Ghana, a context characterised by hierarchical communication norms, and whether tenure influences these relationships. Drawing on Kassing’s framework for selecting dissent strategies, the study tests whether the communication climate shapes the direction of dissent rather than its overall expression. Survey data were collected from 1,010 employees across multiple sectors, and hierarchical regression analyses were conducted. Results indicate that WFS is positively associated with articulated (upward) dissent and negatively associated with displaced (external) dissent but unrelated to latent (coworker-directed) dissent. Tenure showed small direct effects but did not moderate the WFS–dissent relationships. These findings suggest that supportive speech climates channel dissent internally while leaving lateral communication largely unaffected. By situating dissent within a hierarchical communication environment, the study refines the understanding of workplace freedom of speech by demonstrating that WFS appears to function as a directional mechanism that channels dissent upward rather than uniformly amplifying all voices. Practically, organisations that cultivate credible communication climates are more likely to retain employee concerns within internal channels where they can be addressed constructively.