• Title/Summary/Keyword: Silence

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An Empirical Study on the Relationships among Employee Silence, Learning Inertia, and Knowledge Sharing Disengagement (구성원 침묵, 학습관성, 지식공유 비열의 간의 관계에 관한 실증연구)

  • Heo, Myung Sook;Cheon, Myun Joong
    • Knowledge Management Research
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    • v.18 no.4
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    • pp.31-62
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    • 2017
  • It found that employee silence negatively impacts both organizations and their employees as shown in findings from many studies and recently there has been a growing interest in it. Silence is described as intentionally withholding job-related ideas, information, concerns, and opinions. Employee silence may decrease organizational change and innovation and reduce employee learning motivation and knowledge sharing engagement as well. The purpose of this study is to examine the relationships among silence motivations, perceived silence climate, and employee silence; the relationships among employee silence, learning inertia and knowledge sharing disengagement; the mediating role of employee silence between antecedents of employee silence and consequences additionally. The results that analyzed using data from 225 employees in 42 organizations are as follows. First, the impact of silence motivation and perceived silence climate on employee silence are positively significant. Second, the influence of defensive silence motivation on the acquiescent and relational silence motivation is positively significant. Third, the influence of employee silence on learning inertia and knowledge sharing disengagement is positively significant. Forth, employee silence mediates the relationship between silence motivation and perceived silence climate and learning inertia and knowledge sharing disengagement. These results suggest that employee silence is another strong expression and message for organizations to try to establish a learning organization from the perspective of knowledge management.

The Effects of Trust on Student Silence and Exit Intention (신뢰가 학생침묵과 이탈의도에 미치는 영향)

  • CHO, Hyun-Jin
    • The Journal of Industrial Distribution & Business
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    • v.10 no.5
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    • pp.59-66
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    • 2019
  • Purpose - Many studies show that dissatisfied customers are silent rather than expressing complaints directly to firms. Although silent voices are pervasive in service failure, they have received little attention from researchers. Silence implies a multidimensional nature, not just the opposite of voice. This study focuses on two types of silent students in higher education: acquiescent silence and defensive silence. This study also proposes cognitive trust and affective trust as variables affecting student silence. The objective of this study is to analyse the effects of trust types on student silence and exit intention. Research design, data, and methodology - To test the proposed model, this study conducted a survey with undergraduate students who selected silence in a dissatisfied relationship with a professor. Respondents were asked to respond to the questionnaire, recalling the dissatisfaction at that time. A total of 300 students was surveyed from whom 275 completed questionnaires was obtained. The structural equation model analysis was used for the hypothesis test. Results - First, cognitive trust was negatively related to acquiescent and defensive silence. Second, affective trust was negatively related to acquiescent and defensive silence. Third, cognitive trust was negatively exit intention, but affective trust didn't significantly reduce exit intention. Forth, acquiescent silence was positively related to exit intention, but defensive silence didn't have a significant positive impact on exit intention. Thus, a key result of this analysis was that acquiescent silence enhances exit intention. Conclusions - The findings of the study provide a better understanding of the types of silence, and the role of trust, thus furthering the implication of student reactions to dissatisfaction. In particular, this study is meaningful in that it confirms the value of student silence in the context of complaint management. Acquiescent silence should be more importantly managed because it has stronger negative motive than defensive silence. Acquiescent silence is reduced through various channels(mail, telephone, counseling) that can express complaints. Cognitive trust and affective trust are a essential factors in reducing silence. Also, in explaining exit intention, cognitive trust plays a more important role than affective trust.

The Study on the Relationship between Perceived Service Employee Support and Customer Silence in Failure Situation (서비스 실패상황에서 서비스종업원지원인식과 고객침묵의 관계에 관한 연구)

  • Kim, Sang Hee
    • 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.

Multiple Meanings of Silence in Charlotte Brontë's Villette

  • Hyun, Sook Kyong
    • Journal of English Language & Literature
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    • v.56 no.6
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    • pp.1235-1253
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    • 2010
  • Lucy Snowe, the heroine and narrator of Charlotte Brontë's Villette, has oftentimes been studied in terms of her silence. However, the critics' approach to Lucy's silence has been mostly negative as her silence has often been interpreted as an illustration of her sense of absence, powerlessness, unreliability, or mental deprivation. Lucy's silence, however, is complex in nature as the functions and meanings of her silence vary depending on when, why, and how silence is performed. This article particularly looks into the moments in which Lucy's silence generates multifarious meanings and resonances depending on the contexts in and the purpose for which it is exercised, such as a sense of wholeness, marginality, power and individuality. First of all, Lucy's silence about herself during the recount of her childhood days at Bretton implies the feeling of entirety and peacefulness where the identification of the "I" becomes unnecessary. Second, Lucy's silence in relation to Paulina at Bretton denotes her social marginality and powerlessness. Third, as an older self/narrator, Lucy chooses to be silent in order to exert power over the readers. And lastly, Lucy's conscious refusal to tell the readers what she already knows also serves to reveal her sense of individuality. Through the instances of Lucy Snowe's silence in Bronte's Villette, I demonstrate the possibility to reveal various aspects of one's self through silence.

The Research Trends and Future Studies on Organizational Silence: Focusing on Concepts of International Studies and Variables of Domestic Research (조직침묵 연구 동향 및 향후 연구 과제: 국외 연구의 개념 및 국내 연구의 실증변수들을 중심으로)

  • Chanwoo Park;Jisung Park
    • Asia-Pacific Journal of Business
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    • v.14 no.3
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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.

Nurses' Organizational Silence in Hospitals: A Grounded Theoretical Approach (병원 간호사의 조직침묵에 관한 근거이론적 접근)

  • Yi, Kyunghee;You, Myoungsoon
    • Korean Journal of Occupational Health Nursing
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    • v.31 no.2
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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.

The Development and Validation of the Silence Motivation Scale (침묵동기 척도 개발 및 타당화)

  • Choi, Myoung Ok;Park Dong gun
    • 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.

Cepstral Distance and Log-Energy Based Silence Feature Normalization for Robust Speech Recognition (강인한 음성인식을 위한 켑스트럼 거리와 로그 에너지 기반 묵음 특징 정규화)

  • Shen, Guang-Hu;Chung, Hyun-Yeol
    • The Journal of the Acoustical Society of Korea
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    • v.29 no.4
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    • pp.278-285
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    • 2010
  • The difference between training and test environments is one of the major performance degradation factors in noisy speech recognition and many silence feature normalization methods were proposed to solve this inconsistency. Conventional silence feature normalization method represents higher classification performance in higher SNR, but it has a problem of performance degradation in low SNR due to the low accuracy of speech/silence classification. On the other hand, cepstral distance represents well the characteristic distribution of speech/silence (or noise) in low SNR. In this paper, we propose a Cepstral distance and Log-energy based Silence Feature Normalization (CLSFN) method which uses both log-energy and cepstral euclidean distance to classify speech/silence for better performance. Because the proposed method reflects both the merit of log energy being less affected with noise in high SNR and the merit of cepstral distance having high discrimination accuracy for speech/silence classification in low SNR, the classification accuracy will be considered to be improved. The experimental results showed that our proposed CLSFN presented the improved recognition performances comparing with the conventional SFN-I/II and CSFN methods in all kinds of noisy environments.

Effect of Nursing Organizational culture, Organizational Silence, and Organizational Commitment on the Intention of Retention among Nurses: Applying the PROCESS Macro Model 6 (간호사의 재직의도에 대한 간호조직문화, 조직침묵과 조직몰입의 영향: PROCESS Macro model 6 적용)

  • Han, Sujeong
    • Korean Journal of Occupational Health Nursing
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    • v.31 no.1
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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.

Factors related to the organizational silence of Korean nurses: A systematic review and meta-analysis (국내 간호사의 조직침묵 관련 요인: 체계적 문헌고찰 및 메타분석)

  • Kang, Kyungja;Kim, Jeong-Hee
    • The Journal of Korean Academic Society of Nursing Education
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    • v.29 no.3
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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.