• Journal of Digital Convergence
• /
• v.16 no.3
• /
• pp.385-394
• /
• 2018

The purpose of this study was to examine the effects of hospital organizational culture, organizational silence and job complexity on turnover intention in nurses working in general hospitals. The subjects were 152 nurses working at general hospitals. Data were collected from April 19, 2017 to April 30, 2017, and statistical analysis was analyzed by hierarchical multiple regression analysis using the SPSS/WIN 22.0 program. As a result of the research, turnover intention showed a positive correlation with resignation and defensive silence, whereas there was negative correlation between consensual organizational culture, sacrifice, suitability and connection of job inclination. The factors affecting the turnover intention were the present work experience, defensive silence, sacrifice, and the explanatory power of turnover intention was 47%. Therefore, in order to lower the turnover intention, it will be necessary to provide various programs to change the communication pattern in the nursing organization, and to provide differentiated welfare system.

• Asia-Pacific Journal of Business
• /
• v.14 no.3
• /
• pp.115-147
• /
• 2023

Purpose - This study examines previous research on organizational silence for several decades since the concept of organizational silence was firstly suggested in 2000. In this study, based on previous studies on organizational silence published in domestic and international journals from 2010 to 2022, research trends were analyzed, issues were derived, and future research was suggested. Design/methodolgy/approach - The authors searched relevant keywords such as organizational silence, employee silence, employee voice and so on in the domestic as well as international academic database. 63 domestic papers were found, and based on these articles, we analyzed the research trends. Findings - Similar variables were proven with only different contextual samples without any originality in the theoretical perspective. Moreover, studies on the causal relationship between each type of organizational silence and the occurrence of organizational silence over time were also insufficient. In addition, because research on public organizations was limited to police officers and public officials, future research is needed to investigate more different organizational situations. Furthermore, other variables such as personal characteristics and leadership factors were also relatively unexplored. Based on these limitations, future research is needed to consider more diverse demographics, Korean cultural factors, organizational characteristics, and the patterns changes in time. Research implications or Originality - This study suggests limitations as well as future directions by summarizing the previous research on organizational silence which is an emerging issue in global societies and the organizational management filed.

• 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 Digital Convergence
• /
• v.18 no.1
• /
• pp.169-175
• /
• 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.

• 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.