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The purpose of this paper is to investigate the mediating role of silence as a link between punishment, communication opportunities and stress.

The authors conducted a survey among 1,015 highly skilled employees of South Korean companies using a self-administered instrument. In total, 748 questionnaires were received from the 1,015 participants. Of these, 61 questionnaires were incomplete and were discarded; the remaining 687 questionnaires were used in the analysis.

The results revealed that punishment and communication opportunities are significantly associated with silence. Silence showed a positive relationship with stress, and it mediates the relationship between punishment and stress. Meanwhile, findings indicate that silence does not mediate the link between communication opportunities and stress.

This study investigates the unitary construct of silence. Therefore, the authors suggest future researchers examine the other forms of silence such as multidimensional construct of silence that focuses on the motives of individuals to be silent.

The study highlights the importance of establishing organizational ombudsman system, grievance procedures and employee management meetings to mitigate silence behavior. Moreover, the authors recommended management demonstrates their interest in shared information to avoid employee silence.

This study is the first to explore the mediating role of silence on the relationship between punishment and stress.

Despite the number of studies on employee voice much remains unknown regarding the mediating role of employee voice in the link between entrepreneur’s paternalistic leadership style and creativity. Therefore, the purpose of this paper is to examine the influence of authoritarian, benevolent and moral leadership on creativity via employee voice.

The study utilized structured equation modeling to evaluate the data from 387 highly skilled employees in Republic of Korea.

The findings suggested that authoritarian leadership style reduces employee voice which in turn impacts on creativity and moral leadership facilitates creativity via employee voice.

The study is the first to discover the mediating role of employee voice on the association between authoritarian, moral leadership and creativity.

The purpose of this paper is to examine the relationship between power distance, collectivism and relational silence; the associations between relational silence and stress; and the mediating role of relational silence in the link between power distance, collectivism and stress.

The authors conducted a survey among 1,153 highly skilled employees using a self-administered questionnaire. The authors received 813 responses from a total of 1,153 individuals. Among the 813 responses, the authors excluded 81 due to incomplete data, and thus analyzed a total of 732 responses. The overall response rate was 63.4 percent. Confirmatory factor analysis and structural equation modeling were utilized for the analyses.

The findings suggest that power distance and collectivism induce relational silence; relational silence increases stress and mediates the associations between power distance, collectivism and stress.

The present study is the first to provide empirical evidence of a link between power distance, collectivism and relational silence; the relationship between relational silence and stress; and the role of relational silence in mediating the associations between power distance, collectivism and stress.

Previous studies examined the relationships between trust, organizational commitment and the unitary construct of silence. The authors believe that previous studies’ primary shortcoming is the lack of an understanding of the motives of employees in withholding work related issues when they have a lack of trust in their organization and supervisor and a lack of knowledge regarding the form of silence that impacts more organizational commitment. Therefore, the purpose of this paper is to investigate the impacts of trust in organization and trust in supervisor on acquiescent and defensive silence and examines the effects of acquiescent and defensive silence on organizational commitment.

The study utilized structured equation modeling to analyze data from 753 highly skilled employees in South Korea.

The findings revealed that trust in organization is associated with acquiescent silence; trust in supervisor is related with defensive silence and acquiescent silence demonstrated strong relationship with organizational commitment.

This study is the first to explore the associations between trust in organization and acquiescent silence and the relationships between trust in supervisor and defensive silence. Moreover, our study reports the strong link between acquiescent silence and organizational commitment.

This study aims to investigate the antecedents of knowledge competency and international performance in South Korean born globals, with particular focus on the moderating effects of the absorptive capacity.

Building on previous studies, the study constructs and tests a research model using structural equation modeling and multiple regression analysis for data collected from 271 early internationalizing SMEs. To secure results of hypothesis testing, non‐response bias was assessed using a t‐test, and tests for data screening and common method bias were conducted.

The results indicate that, for early internationalizing small firms, the prior international business experience of managers and networks affect building knowledge competencies. In the relationship between the use of networks and knowledge competencies, in particular, absorptive capacity is found to play a moderating role. It also finds that international business performance is driven by knowledge competencies the small firms accumulate. The findings imply that firms shortly after inception should raise their ability to acquire and utilize external resources and knowledge to secure international performance.

This study makes an important contribution to the body of literature on rapid internationalization of small firms by examining the moderating effects of absorptive capacity on the relationship between founding teams' prior international business experience and firms' networks and knowledge competencies. The present study thus helps move forward our understanding on drivers of knowledge competency building and performance of the early internationalizing firm.

The purpose of this paper is to provide a quantitative analysis, in which learning orientation, market orientation, entrepreneurial orientation, and innovativeness function as key success factors in technology‐intensive firms. The authors formulate a structural equation model to examine the relationship among these constructs.

A structural equation model was designed to examine the relationship. To test the model, the authors conducted covariance structural analyses of data collected from 333 venture companies, including innovation companies, in Taiwan.

The central finding is that learning orientation plays a full mediating role in the relationship between market orientation and innovativeness. The results indicate that organizational structure (formalization and decentralization) does not play a moderating role in the relationship between innovativeness and business performance; however, the extent of formalization of an organizational structure negatively correlates with business performance.

Market orientation can strengthen innovativeness via organizational learning. In the high‐tech industry, the market information obtained from customers and competitors helps firms to keep an eye on the market. For better competitive advantages and business performance, firms must have learning capabilities and employees' identity with corporate mission.

The research empirically examines the mediating role of learning orientation and the moderating role of organizational structure in the model. The findings indicate that firms should strengthen their learning orientation and innovativeness, and avoid interfering in the organizational structure to improve business performance.