• Journal of Convergence for Information Technology
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• v.10 no.12
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• pp.256-265
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• 2020

This study examines the effects of perceived service employee support on customer's negative silence, defensive silence and acquiescent silence, and the effects of such negative silence on relationship retention intention. Through this, we would like to discuss the negative effects of customer's negative silence and suggest strategies to reduce negative silence. This study employed questionnaire survey. The total number of questionnaires used in the final analysis was 220. A structural equation model was used for hypothesis analysis. As a result, the perceived service employee support has a significant negative effect on the defensive silence and acquiescent silence in the failure situation. In addition, acquiescent silence had a significant negative effect on relationship retention intentions and defensive silence had no significant effect on relationship retention intentions. Acquiescent silence had a higher negative effect on relationship maintenance intention than defensive silence, indicating that acquiescent silence was worse than defensive silence.

• Korean Journal of Culture and Social Issue
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• v.23 no.2
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• pp.239-270
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• 2017

This study investigated the nature and dimensionality of the motives why employees showed the silence even though they could speak up their opinions. It aimed to develop the scales measuring employee silence. Thus, three studies were designed and particularly, two studies featured two different studies, totaling five studies. Study 1 conducted open-ended survey asking and 104 workers from a variety of work field answered. With the results of open-ended questions, a were developed, consisting of 60-items to measure employee silence motivation. Study 2 examined the scale developed and 481 workers from diverse work fields participated in. The exploratory factor and 'intra-ESEM' analyses were confirmed the construct of silence motivation, composing 5 factors(acquiescent, defensive, disengaged, opportunistic, relational silence) the 20-items was developed to measure the construct(Study 2-1). Furthermore, 'inter-ESEM' analysis was examined the discriminant validity of scale developed by the current study with general silence behavior and voice behavior. It found that the employee silence was distinguished from general silence behavior and voice behavior(Study 2-2). Study 3 was designed for validation of silence motivation scale which developed from Study 1 and Study 2. Based on these results, the implications and limitations of this study as well as the direction for future study were discussed.

• Korean Journal of Culture and Social Issue
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• v.19 no.1
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• pp.1-17
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• 2013

The present study aimed to investigate the discrimination between employee voice and silence behavior in measurement: it is silence behavior the absence of voice or not? It was examined using confirmatory factor analysis. Five measurement models based on the suggestion of Pinder & Harlos(2001) and Van Dyne, Ang, & Botero(2003) were compared. Additionally, the hierarchical multiple regression analysis was conducted for examining the incremental validity of silence behaviors over voice. A total of 204 employees who worked with their own supervisor were surveyed. Results indicated that silence behavior could be a separate construct from voice. Findings also showed that silence behaviors could be distinguished by the level of concreteness in definition, difference in content of motivation and have the incremental validity over voice in only acquiescent Silence. From these results, the theoretical implications of findings, limitations, suggestions for future research were discussed in discussion.

• Journal of Venture Innovation
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• v.1 no.1
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• pp.165-179
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• 2018

The purpose of this study was to identify mediating effects of affective commitment between workplace silent behavior and team learning. A team leader should pay attention to workplace silent behavior in that the workplace silent behavior of the team member may have a negative impact on team effectiveness as well as on individual effectiveness. In this study, 106 employees working in diverse domestic companies were surveyed and data were analyzed. The results are as follows. At first, silent behavior has a negative effect on affective commitment. Second. silent behavior has a negative effect on team learning. Third, affective commitment partially mediated silent behavior and team learning. The meaning of these results is that the workplace silent behavior has direct influence on team learning and indirect influence on team learning via affective commitment as well. Based on the results of this study, implications, limitations, and future research topics were discussed.

• Journal of the Korea Convergence Society
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• v.11 no.8
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• pp.369-379
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• 2020

This convergent study aimed to verify the mediating effect of organizational silence and manager's inclination to reject negative feedback in the relationship between organizational justice and turnover intention of Clinical Nurses. Participants were 250 nurses working at general hospitals with 300 hospital beds or more. Examination of the mediating effect of organizational silence showed a mediating effect of acquiescent silence when procedural justice affected turnover intention. Additionally, when interactional justice affected turnover intention, prosocial and acquiescent silence mediated it. Examining the moderated mediating effect of manager's inclination to reject negative feedback showed moderated mediation effect when procedural justice mediated the acquiescent silence and affected the turnover intention. Interactional justice had a moderated mediating effect when the mediation between prosocial and acquiescent silence affected turnover intention. Therefore, it is necessary to efficiently regulate the manager's inclination to reject negative feedback when organizational justice affects organizational silence and turnover intention.

• Journal of Digital Convergence
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• v.18 no.1
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• pp.169-175
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• 2020

This study is to analyze the relationship between Taeoom(workplace bullying) and organizational performance and to investigate the mediating effects of organizational silence between the relationship among nurses. In order to test the causal and mediating effects, this study employs the mediation analyses with regression. The sample is 273 from A university hospital in Seoul. Based on the results, Taeoom is basically, negatively associated with organizational performance. Acquiescence silence has played a full mediating role in the relationship between Taeoom and organizational performance. That is, Taeoom is not directly associated with organizational performance; however, it has a negative effect on organizational performance through acquiescence silence. Defensive silence plays a partial mediating role in the interdependence relationship. The implications of this study are that the negative effects of Taeoom would increase organizational silence and performance directly and indirectly; therefore, it is necessary to provide institutional prevention of Taeoom.

• The Journal of the Korea Contents Association
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• v.22 no.1
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• pp.470-483
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• 2022

The purpose of this study was to examine the effect of decentering and self-silencing in a relationship between socially prescribed perfectionism and social anxiety. We predicted self-silencing would function as a mediator in this relationship, and that decentering would moderate this mediation effect. To investigate this aim, three hundred seven university students were surveyed. All variables showed statistically significant correlations, and there was no statistically significant difference in the moderating effect of decentering in the relationship between socially prescribed perfectionism and social anxiety. Conversely, this study showed that there was a significant difference in the moderating effect of decentering in the relationship between self-silencing and social anxiety. In addition, socially prescribed perfectionism affected social anxiety through self-silencing, and decentering moderated the mediating effect of self-silencing. Implications and potential follow-up studies are discussed.

• Journal of the Korean Institute of Gas
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• v.23 no.2
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• pp.35-44
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• 2019

One of the key factors of a safe workplace is to communicate with the workers about safety. For this, natural gas workplace is developing and operating related programs or communication activities. But, if there are silence behavior of the workers on the safety issues in this process, no positive outcomes could be expected for the workplace. The purpose of this study is to examine how safety silence motives, silence behavior, and safety communication influence each other. A total of 233 questionnaires based on the workers of natural gas workplace (in Seoul and Gyeonggi) were analyzed. The confidence analysis is to check consistency of the questions, analysis of the correlations between factors, and regression analysis to verify the hypotheses. As a result, the safety silence motives affected safety communication more seriously than the silence behavior did. Safety communication influenced safety silence motives more significantly than the silence behavior. The safety silence motives can be one of the reasons for safety communication to fail, and it was confirmed that a good safety communication does not necessary mean that there is no safety silence motivation. Based on such results, it is expected that improving and developing the safety communication activities of the workplace, it would improve safety in workplace in general.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.185-198
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• 2021

This study is a study to examine and verify the importance of human resources among the various factors that modern companies need to consider in order to cope with the changing environment. As independent variables, acquiescent and defensive silence were composed of the motives felt by members, and creativity and innovation behavior were set as the outcome variables. Through this research, first, the importance of communication between the members of the organization and the manager is investigated, and it is intended to be managed efficiently. Secondly, we would like to confirm the modulating effect of resilience in the relationship between them, and to find out the importance of psychological recovery of members. In the end, this aims to talk about the importance of psychological management and recovery of members in managing human resources. As a result, acquiescent silence negatively affects creativity and innovation behavior, and defensive silence positively affects creativity and innovation behavior. In addition, in the case of the moderating effect of resilience, there was no significant relationship in both defensive silence, creativity, and innovation behavior, and in the case of acquiescent silence, only innovation behavior was found to be significant. This is the result of the combination of the unique characteristics of resilience and the difference in the disposition of the members who choose resignation silence and defensive silence.

• Journal of the Korea Convergence Society
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• v.7 no.5
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• pp.189-200
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• 2016

This study was done to review and summarize trends in research related to organizational silence, to realize convergent association of relating variables, subjects and to explore directions for future research. 26 research papers related to organizational silence, which were published in Korea between 2006 and 2015, were analyzed. 25 articles was published between 2011 and 2015. 96.2% of the study were descriptive research. The subjects were higher in the order of the police, hotel employees, corporate employees. Measurement instrument developed by Van Dyne, Ang & Botero(2003) were used and modified. Turnover intention were used in 13 studies as dependent variable of organizational silence. The findings of this study suggest that should be performed to identify variables related to organizational silence and to develop measurement instrument of organizational silence in Korea climate.