• Korean Journal of Culture and Social Issue
• /
• v.19 no.1
• /
• pp.1-17
• /
• 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
• /
• v.1 no.1
• /
• pp.165-179
• /
• 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.

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

• Journal of Digital Convergence
• /
• v.19 no.6
• /
• pp.185-198
• /
• 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 Digital Convergence
• /
• v.19 no.5
• /
• pp.249-262
• /
• 2021

It is believed that there will be changes in the behavior of members according to the characteristics of the organization's leader. The purpose of this study is to find out the factors that induce changes in the behavior of employees of the organization through empirical research. In order to accomplish the research aims, we developed and verify the research model using authentic leadership as an independent variable and the innovative behavior as a criterion variable. In addition, by using the silent phenomenon of the members as a mediating variable, we also tried to find out how it affects the behavior of the employees. Empirical results of the study showed that authentic leadership as an independent variable had a direct influence on the innovation behavior of employees, and the mediating effect of silence also had a partial mediating effect. These findings suggest that leadership and Silence factors which are internal motivational factors leading to behavior of employees are affected innovative behavior. There are some expectations as follow. Based on this study, it would be an important issue that the study on the necessity of silence management of employees through research on the causes of silence felt by members of the organization and the influence.

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

• The Journal of the Korea Contents Association
• /
• v.21 no.3
• /
• pp.478-489
• /
• 2021

This study aimed to demonstrate the dual mediating effect of psychological safety(PS) and silence climate(SC) in the process of team leader's self-deception behavior(SD) influencing team learning(TL). We conducted a survey of 294 workers in domestic companies and analyzed the data statistically using SPSS 21 and SPSS Process Macro for hierarchical regression and bootstrapping. The results are as follows: 1. all correlation coefficients are significant showing that SD has positive correlations with SC and negative correlation with PS and TL, 2. simple mediation effects(SD-PS-TL and SD-SC-TL) are all significant, 3. the dual mediation effect of psychological safety and silence climate on the relation between team leader's self-deception behavior and team learning(SD-PS-SC-TL) is verified. This study showed that the authenticity of team leaders could be an crucial element for organizational communication and effectiveness. Finally, limitations and suggestions for future research were discussed.

• Journal of Digital Convergence
• /
• v.17 no.1
• /
• pp.99-109
• /
• 2019

This paper explores a way to solve students' silence problem in the class by studying dynamic behaviors in the class. In order to build a behavioral model, several factors affecting the students' behavior were extracted by literature review and by performing a survey to the students. The paper also implemented the model into an agent-based computer model for simulation. The simulation result showed that the behavior of an individual depends on the neighboring students. The more students are expressing their opinion, and then the better motivation one can get to express an opinion. Other observations are that supportive atmosphere considerably reduces the silent ratio, and even the majority of silence phenomenon appears at critical atmosphere.

• Journal of Korea Society of Industrial Information Systems
• /
• v.22 no.4
• /
• pp.131-147
• /
• 2017

This Study is to Comprehensively Analyze the Influence of Authentic Leadership on Turnover Intention, and Counterproductive work Behaviors through the Mediate of trust in Superiors, Organizational Silence, Placing Emphasis on the Importance and Necessity of Authentic Leadership. An Empirical Analysis has been Conducted Targeting the Employees of Medium-sized Manufacturers in Busan. According to the Results of this Empirical Analysis, the Components of Authentic Leadership is Classified into the Transparency, Morality, Balanced Way of doing things, and Self-Recognition of Superiors and all of the Above-mentioned ones are found to have a Positive(+) Significant Effect on Trust in Superiors. Secondly, Trust in the Superiors is Found to have a Negative(-) Significant Effect on the Organizational Silence(Acquiescent, Defensive) of Employees. Thirdly, Organizational Silence is to have a Positive(+) Significant Effect on the Turnover Intention and Counterproductive work Behaviors.

• Journal of Korea Entertainment Industry Association
• /
• v.15 no.4
• /
• pp.127-139
• /
• 2021

This study is intended to review the poetic directing created by the aesthetics of silence of Claude Régy, a French director who carries out playwriting in silence, departing from conventions through the concept of "potentiality" proposed by Giorgio Agamben, an italian philosopher. Claude Régy stated, "What's fundamentally important is not to say what you want to say." Thus he tries to create the stage of "silence" rendered in overly slow, excessively segmented dialogues while selecting restrained minimal means. Agamben makes Bartleby who "prefers not to" as a cardinal model of his perfect potentiality, asserting that the nature of potentiality is revealed in the pause of actuality. As in Agamben's philosophy, Claude Régy's directing is also the "pause" of words and actions. This silence is not a return to actuality but a creation of the moment at which "the invisible" become visible. The silence of words or the silence of an empty stage with dim lighting is viewed by Agamben as potentiality that has "underlying passivity" and is "hospitable to non-existnece". In this light, this study is to create another direction for the theater arts of our time and the 21^st century and to extend the horizon of new directional modes. It aldo reviews the concept of Agamben's "potentiality" that provides critical viewpoints to "the artist without content", works directed by Claude Régy who has created his own distinctive styles of direction with the aesthetics of "slowness" and "silence", L'intérieur by Maurice Maeterlinck and Quel'un va venir By Jon Fosse.