• 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.

• 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.

• 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.