• 한국직업건강간호학회지
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• 제31권1호
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• pp.31-41
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• 2022

Purpose: This study aimed to identify the effects of organizational culture, organizational silence, and organizational commitment on the intention of retention as perceived by nurses Methods: The research model was designed on the basis of the PROCESS Macro model 6 proposed by Hayes. The participants were 142 nurses from general hospitals. Measurements included the scales of organizational culture, organizational silence, organizational commitment, and intention of retentione. Data were analyzed using descriptive statistics, Pearson's correlation coefficient analysis, and Hayes's PROCESS macro method for mediation. Results: Retention intention showed a significantly positive correlation with relationship-orientated culture (r=.32, p<.001), innovation-orientated culture (r=.30, p<.001), and organizational commitment (r=.48, p<.001). However retention intention showed a significantly negative correlation with organizational silence (r=-.42, p<.001). Furthermore, organizational silence and commitment had a mediating effect on the relationship between organizational culture and intention of retention. Conclusion: The impact of organizational culture on intention of retention in general hospitals was mediated by organizational silence and organizational commitment. Considering the mediating effects of organizational silence and organizational commitment on the relationship between nursing organizational culture and retention intention, a strategy should be developed to enhance organizational commitment and weaken organizational silence by strengthening related and innovative nursing culture.

• 아태비즈니스연구
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• 제14권3호
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• pp.115-147
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• 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.

• 한국간호교육학회지
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• 제29권3호
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• pp.302-318
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• 2023

Purpose: This study aimed to identify the variables related to the organizational silence of Korean hospital nurses and to examine the effect sizes of correlations between the related variables and sub-types of organizational silence. Methods: Relevant studies were searched through a systematic search in six Korean electronic databases (RISS, ScienceON, KCI, DBpia, e-Article, and KISS) using June 2022 as the end date. Thirteen studies were identified through a systematic review and eight of them were meta-analyzed. The correlation effect size r (ESr) for each related variable was calculated. Results: Twenty-two related variables were identified from the systematic review. Of them, organizational culture was the most frequently examined. Seven variables (three organizational, two leader-member exchange, and two consequences of organizational silence) were found eligible for the meta-analysis. The intention of turnover (ESr=.39; 95% confidence interval, 95% CI=.32 to .45) and leader-member exchange ("manager's leaderships" ESr=-.33, 95% CI= -.43 to -.21; "manager's inclination to reject negative feedback" ESr=.32, 95% CI=.23 to .39) had larger correlation effect sizes than the other variables that related to organizational silence, in particular, acquiescent silence, which had the largest correlation effect size among the three sub-types of organizational silence. Conclusion: These findings show that the intention of turnover and leader-member exchanges were the main factors that related to the organizational silence. This indicates that it is necessary to develop management and education programs, as well as communication systems that focus on reducing and managing organizational silence, especially acquiescent silence.

• 한국융합학회논문지
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• 제11권8호
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• pp.369-379
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• 2020

본 연구의 목적은 조직공정성이 임상간호사의 이직의도에 미치는 영향에서 조직침묵의 매개효과와 상사의 부정적 피드백거부성향의 조절된 매개효과를 확인하기 위함이다. 대상자는 300병상 이상 종합병원에 재직 중인 간호사 220명이다. 본 연구결과 절차공정성이 이직의도에 영향을 미칠 때 체념적 침묵의 매개효과가 있었고, 상호작용공정성이 이직의도에 영향을 미칠 때 친사회적 침묵과 체념적 침묵의 매개효과가 있었다. 상사의 부정적 피드백거부성향의 조절된 매개효과는 절차공정성이 체념적 침묵을 매개하여 이직의도에 영향을 미칠 때와 상호작용공정성이 친사회적 침묵, 체념적 침묵을 매개하여 이직의도에 영향을 미칠 때 유의하였다. 따라서 조직공정성이 조직침묵과 이직의도에 영향을 미칠 때 상사의 부정적 피드백거부성향을 효율적으로 관리하는 것이 필요하다.

• 한국병원경영학회지
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• 제26권2호
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• pp.43-55
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• 2021

Purposes: In this study, we examined the factors which silenced the organizing members and how the factors affects deprivation of employment about the organization culture, the organizational silence, and the turnover intention. Methodology: In order to research, we carry out a survey on 400 employees of small and medium hospitals. Among them, 321 questionnaires were used for actual analysis, excluding insincere respondents, non-responders or duplicate respondents. In order to verify the hypotheses in this study, we conduct the covariance Structural Equation Model(SEM). Finding: We obtained results using following hypotheses. First, ''The organization culture has an effect on the turnover intention.'' Second, ''The organization culture has an effect on the organizational silence'' Third, ''The organizational silence has a influence on the turnover intention.'' Finally, ''When the organization culture mediates the organizational silence, the adaptation relationship of the ornization effectiveness is different.'', as the key hypothesis, showed that the agreement culture, rational culture, and hierarchical culture of the organization culture type were statistically significant. The organizational silence as a parameter has the partial mediating effects(-) because it has direct and indirect effects. Practical Implications: The results of this study showed that the reason for the organizational silence of the organizing members is that the organization culture by a grade of rank is the largest and these the organizational silence affects the turnover intention.

• 한국콘텐츠학회논문지
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• 제15권5호
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• pp.507-514
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• 2015

최근 들어 비인격적 감독 및 조직침묵 등에 대한 관심이 증가함에도 불구하고 여전히 관련된 연구는 부족한 편이다. 따라서 본 연구에서는 상사의 비인격적 감독의 결과변수와의 영향관계 등을 분석하고 논의를 통해 조직 및 개인적 대응과 관련한 시사점을 제시하고자 하였다. 이를 위해서 서울특별시에 소재하고 있는 매출액 상위 9개 여행사 중에서 241명 종사원을 대상으로 설문조사를 수행하였다. 분석 결과에서 비인격적 감독은 조직침묵과 조직몰입에 유의한 영향을 미쳤으며, 조직침묵은 조직몰입에 정(+)의 영향을 미치는 것으로 분석되었다. 또한 조직침묵은 비인격적 감독과 조직몰입과의 영향관계에서 매개변수로의 역할을 수행하였다. 이러한 연구결과를 바탕으로 상사의 비인격적 감독과 관련한 다양한 이론적 실무적 후속연구에서 진행되어지길 바란다.

• 한국직업건강간호학회지
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• 제31권2호
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• pp.66-76
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• 2022

Purpose: This study aimed to explore the constructs and context of hospital nurses' organizational silence. Methods: In-depth interviews were conducted with 17 nurses in small-middle general hospitals as well as big university hospitals. We then derived the key themes using grounded theory method. Results: Nine themes and 30 sub-themes were derived: "Willing to be recognized for performance rather than saying", "Getting used to the hard-to-speak climate", "Face the reality that does not change when said", "Complicated situation that prevents self-regulating decision-making", "Conflicts that are difficult to confront", "Unfair responsibilities that I want to evade", "Leaders who don't support me", and "Being blocked in communication". Consequently, the nurses learned to adopt a climate of silence and "learned organizational silence" behavior. They experienced that prosocial silence was essential for obtaining approval as a member of the group, and defensive silence for protecting themselves in the hierarchical structure and unfair responsibilities. Acquiescent silence originated from a futile relationship with their supervisors, one-way communications, and the unsupportive management system, in which three types of silence appeared sequentially or in combination with each other. Conclusion: Based on these results, nursing managers should identify the context of nurses' organizational silence and should lessen these silence behaviors.

• 동서간호학연구지
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• 제26권1호
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• pp.71-79
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• 2020

Purpose: The purpose of this study was to examine the effect of head nurses' authentic leadership to nurses' organizational politics perception and organizational silence. Methods: A descriptive research design was used with a convenience sample of 201 nurses. Data were collected from Aug 7 to Sep 13, 2018 using self-reported questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The mean scores of authentic leadership of the head nurses perceived by nurses and nurses' organizational politics perception and organizational silence were 3.44 out of 5, 2.57 out of 5 and 2.62 out of 5, respectively. Nurses' organizational silence was negatively correlated with authentic leadership of the head nurse and positively correlated with nurses' organizational politics perception. Factors influencing on nurses' organizational silence were organizational politics perception, clinical career, authentic leadership of the head nurses and work life satisfaction which explained 38% of the variance. Conclusion: Based on the finding of this study, it is necessary to develop education and intervention programs in order to improve unreasonable and unfair job environment, enhance head nurses' authentic leadership, manage nurses' careers appropriately and raise the level of their work life satisfaction.

• 디지털융복합연구
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• 제18권1호
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• pp.169-175
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• 2020

본 연구는 간호조직 내 태움(직장 내 괴롭힘)이 간호 조직성과의 인과관계와 조직침묵의 매개효과를 검증을 목적으로 한다. 본 연구의 조사대상은 서울에 위치한 A대학병원 273명의 간호사이며, 인과관계 및 매개효과 분석을 위하여 매개회귀분석를 실시하였다. 분석결과 태움은 기본적으로 간호조직성과에 부정적 영향을 주고 있었다. 조직침묵의 매개효과를 고려하였을 때, 체념적 침묵은 완전매개효과를 갖고 있는 것으로 나타나 태움이 직접적으로 조직성과에 부정적 영향을 주지는 않았으나, 체념적 침묵을 통하여 부정적 영향을 주고 있는 것으로 분석되었다. 방어적 침묵의 매개효과는 부분적이었으며, 태움이 직접적인 영향을 주고 있는 것과 동시에 방어적 침묵을 통하여서도 매개하여 부정적 영향을 주고 있는 것으로 나타났다. 태움의 부정적 영향은 간호조직의 성과에 직·간접적으로 영향을 주고 있고, 조직 침묵을 매개하기 때문에, 태움에 대한 제도적 예방을 통한 적극적 간호관리가 이루어져야 할 것이다.

• 한국조리학회지
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• 제23권3호
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• pp.123-136
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• 2017

This study aims to understand the influence of employees' perceptions of organizational politics (POP) on organizational silence (OS) and turnover intention (TI) in the foodservice industry and to verify the moderating effects of departments (food & beverage and kitchen) in the relationship among the POP, OS, and TI. Based on a total of 313 useful samples obtained for the empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 2 hypotheses using the AMOS program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit for the data, $x^2=349.889$ (p<0.001), df=100, CMIN/DF=3.499, GFI=0.882, NFI=0.880, CFI=0.911, RMSEA=0.089. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The results of SEM showed that foodservice employees' POP had positive impacts on the defensive silence (DS) and acquiescent silence (AS). In addition, DS and AS had a positive influence on TI. The department (food & beverage and kitchen) was found to have a partial moderating effect in the relationship between POP, OS, and TI. Based on the research findings, we discussed the practical implications and suggestions for the future research.