• 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.

• 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.

• 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 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.

• 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.

• 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.

• The Journal of the Korea Contents Association
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• v.15 no.5
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• pp.507-514
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• 2015

There is an increasing awareness about the abusive supervision(AS) and organizational silence(OS) in organizations and literature about the relation between organizational commitment(OC). But there is a shortage of studies about the abusive supervision and organizational silence in travel service. The purpose of this study is to research reasons of abuse supervision in organizations, its effects, results and applications which can minimize or remove abusive supervision by discussion. In this sense, Questionnaires were delivered 9 travel agencies in Seoul and 241 of them were taken. Questionnaire data was analyzed, and according to the results, some implications were proposed. Abusive supervision affects on organizational silence and organizational commitment of employee in travel agent. Organizational silence ha positive effects on organizational commitment. Organizational silence plays as a role of mediator variable in proposal research model. It is hoped that the present research will encourage future multi-level theoretical and empirical work on abusive supervision.

• Journal of the Korea Convergence Society
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• v.9 no.9
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• pp.69-81
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• 2018

The ultimate intention of this research is to identify the factors that have a significant effect on the perceived importance of information security as the antecedent of intention to information security policy compliance. We found that the effectiveness of information security training program did not have statistically significant effect on the perceived cost of policy compliance. Second, the effectiveness of information security policy has significant influence on the perceived cost of policy compliance. Third, perceived vulnerability has a significant effect on the perceived cost of policy compliance. Fourth, perceived cost of policy compliance has a significant effect on perceived importance of information security. Fifth, supervisor's attitude toward information security silence has a significant effect on employee silent behavior towards information security. Sixth, communication opportunities towards information security has a significant influence on employee silent behavior towards information security. Finally, it was shown that employee silent behavior towards information security had a significant influence on the perceived importance of information security.

• 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.