• Korean Journal of Culture and Social Issue
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• v.19 no.1
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• pp.1-17
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• 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 Korean Society of Industrial and Systems Engineering
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• v.37 no.3
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• pp.99-112
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• 2014

The purpose of this study is to examine the negative effects of silence climate on the innovation behavior and LMX (Leader-Member Exchange). In order to test our model, we conducted a survey based on the questionnaire. Results showed that silence climate had a negative effect on the innovation behavior and LMX. Secondly, The LMX had a positive effect on innovation behavior. Moreover, the LMX partially mediated silence climate and the innovation behavior. Finally, we drew a conclusion by discussing limitations and implications of the research, and suggested directions for further researches.

• Journal of Korean Academy of Nursing
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• v.54 no.2
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• pp.279-295
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• 2024

Purpose: This study aimed to develop a scale to measure hospital nurses' silence behavior and examine its validity and reliability. Methods: A total of 52 preliminary items on hospital nurses' silence behavior were selected using a content validity test by seven experts on 53 candidate items derived from a literature review and in-depth interviews with 14 nurses. A total of 405 hospital nurses participated in a psychometric testing. Data analysis comprised item analysis, exploratory and confirmatory factor analyses, and convergent and discriminant validity tests. Pearson's correlation coefficient was used for assessing concurrent validity, and Cronbach's alpha was used for the reliability test. Results: The final scale consisted of nine factors with 31 items, exhibiting acceptable model fit indices, convergent validity, and discriminant validity. The score of the entire scale was positively correlated with the 'Organizational Silence Scale (OSS)-the issues on which nurses remain silent' (r = .60, p < .001) and 'OSS-the reasons why nurses remain silent' (r = .68, p < .001). Cronbach's α of the scale was .92, and α of each subscale ranged from .71 to .90. Conclusion: The Hospital Nurses' Silence Behavior Scale is a useful tool for assessing multifaceted silence behavior among nurses. It can provide basic data for developing better communication strategies among nurses and other hospital staff.

• 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.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.185-198
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• 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.

• Culinary science and hospitality research
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• v.23 no.3
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• pp.15-28
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• 2017

The purpose of this study is to examine the influence of workplace harassment in foodservice industry culinary staff's on organizational silence, counterproductive work behavior and turnover intent. Based on total 234 samples obtained from empirical research, this study tested the reliability and fitness of the research model and verified a total of 5 hypotheses using the AMOS program. Using a structural equation model (SEM), hypothesized relationships in the model were tested simultaneously. The proposed model provided an adequate fit the data, $x^2=75.936$ (p<.001), df=41, CMIN/DF=1.852, GFI=.946, AGFI=.913, NFI=.914, TLI=.944, CFI=.958, RMSEA=.060. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The SEM showed that the relational workplace harassment (${\beta}=.957$) had a positive significant influence on organizational silence, organizational silence (${\beta}=.934$) had a positive significant influence on counterproductive work behavior. Also, counterproductive work behavior (${\beta}=.815$) had a positive significant influence on turnover intention. The moderating effects on gender and job status did not show significant effect. Limitations and future research directions are also discussed.

• Journal of the Korean Institute of Gas
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• v.23 no.2
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• pp.35-44
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• 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 Asian Finance, Economics and Business
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• v.8 no.12
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• pp.497-507
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• 2021

The objective of the current research study is to examine those elements/factors that can reduce silence so that organizations can become more efficient, innovative, and adaptable by sharing knowledge and work-related problems. The purpose behind conducting this research was to explore the effects of emotional intelligence on silent behavior. The study also focuses on other individual negative aspects that can increase counterproductive behavior like silence and examines the effects of emotional intelligence on silence through moral disengagement. Data was collected from 400 employees using stratified sampling to ensure adequate representation of males and females. Data was collected from nurses and young doctors using the adopted measurement scale through a self-administered questionnaire. Since the sample included nursing staff and they usually are not well versed in English, the instrument was translated into Urdu. Data were analyzed using SEM to assess the direct and indirect effects of EI on employee silence. The result indicates that emotional intelligence has a positive impact on employee silence and moral disengagement. In contradiction to theory, the findings suggest that people with high emotional intelligence tend to get morally disengaged. As a result, they will remain silent and withhold information regarding work-related issues and problems.

• 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.

• Journal of Digital Convergence
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• v.19 no.5
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• pp.249-262
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• 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.