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Article
Publication date: 4 April 2016

Alisher Tohirovich Dedahanov, Dohyung Lee, Jaehoon Rhee and Sardorbek Yusupov

The purpose of this paper is to examine the relationship between power distance, collectivism and relational silence; the associations between relational silence and…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Originality/value

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.

Details

Personnel Review, vol. 45 no. 3
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 4 July 2016

Hisham Hamid Hawass

The purpose of this paper is to examine the relationship between the relational self-identity and prosocial silence in the context of the Egyptian public sector. It also…

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1288

Abstract

Purpose

The purpose of this paper is to examine the relationship between the relational self-identity and prosocial silence in the context of the Egyptian public sector. It also examines the mediating effect of relational maintenance strategies among co-workers (RMSC) on the aforementioned relationship.

Design/methodology/approach

The study uses a questionnaire that consists of measures adopted from existing and tested scales. A parallel mediation analysis is conducted using Sobel test for specific indirect effects in regression analysis.

Findings

The findings reveal that high relational employees do not engage in prosocial silence unless they are involved in networking and shared tasks strategies.

Originality/value

Prosocial silence has received limited attention despite its drastic effects in employee well-being. This study provides initial insights concerning the dynamics of social behaviours which motivate employees to avoid speaking up in order to not embarrass a workplace friend.

Details

EuroMed Journal of Business, vol. 11 no. 2
Type: Research Article
ISSN: 1450-2194

Keywords

Open Access
Article
Publication date: 12 February 2019

Hakan Erkutlu and Jamel Chafra

Drawing on the social exchange theory, the purpose of this paper is to examine the relationship between leader Machiavellianism and employee’s quiescent silence

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3477

Abstract

Purpose

Drawing on the social exchange theory, the purpose of this paper is to examine the relationship between leader Machiavellianism and employee’s quiescent silence. Specifically, the authors take a relational approach by introducing employee’s relational identification as the mediator. The moderating role of psychological distance in the relationship between leader Machiavellianism and quiescent silence is also considered.

Design/methodology/approach

Data were collected from nine universities in Turkey. The sample included 793 randomly chosen faculty members along with their department chairs. Hierarchical multiple regression analysis was conducted to test the proposed model.

Findings

The results of this study supported the positive effect of leader Machiavellianism on employee’s quiescent silence as well as the mediating effect of employee’s relational identification. Moreover, when the level of psychological distance is low, the relationship between leader Machiavellianism and quiescent silence is strong, whereas the effect is weak when the level of psychological distance is high.

Practical implications

The findings of this study suggest that educational administrators in the higher education should be sensitive in treating their subordinates, as it will lead to positive interpersonal relationship, which, in turn, will reduce workplace silence. Moreover, they should pay more attention to the buffering role of psychological distance for those subordinates with high distrust and showing silence.

Originality/value

This study contributes to the literature on organizational silence by revealing the relational mechanism between leader Machiavellianism and employee quiescent silence. The paper also offers a practical assistance to employees in the higher education and their leaders interested in building trust, increasing leader–employee relationship and reducing workplace silence.

Details

European Journal of Management and Business Economics, vol. 28 no. 3
Type: Research Article
ISSN: 2444-8494

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Article
Publication date: 24 August 2018

Hakan Erkutlu and Jamel Chafra

Drawing on the social exchange theory, the purpose of this paper is to examine the relationship between a leader’s behavioral integrity and employee acquiescent silence

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1217

Abstract

Purpose

Drawing on the social exchange theory, the purpose of this paper is to examine the relationship between a leader’s behavioral integrity and employee acquiescent silence. Specifically, the authors take a relational approach by introducing employee’s relational identification as the mediator. The moderating role of employee political skill, in the relationship between behavioral integrity and employee acquiescent silence, is also considered.

Design/methodology/approach

The data of this study encompass 913 front-line nurses from 13 university hospitals in Turkey. Hierarchical multiple regression analysis was conducted to test the proposed model.

Findings

The results of this study support the negative effect of behavioral integrity on employee’s acquiescent silence, as well as the mediating effect of employee’s relational identification. Moreover, when the level of employee political skill is low, the relationship between behavioral integrity and acquiescent silence is strong, whereas the effect is weak when the level of political skill is high.

Practical implications

The findings of this study suggest that healthcare administrators’ words and deeds should be consistent while interacting with their subordinates, as it leads to positive interpersonal relationship, which, in turn, lowers employee silence. Moreover, healthcare administrators should pay more attention to the buffering role of employee political skill for those subordinates with low relational identification and higher workplace silence.

Originality/value

This study contributes to the literature on workplace silence by revealing the relational mechanism between behavioral integrity and employee silence. This paper also offers a practical assistance to employees in the healthcare industry and their administrators interested in building trust and high-quality manager–employee relationship, as well as lowering workplace silence.

Details

Leadership in Health Services, vol. 32 no. 3
Type: Research Article
ISSN: 1751-1879

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Article
Publication date: 5 February 2018

Arpana Rai and Upasna A. Agarwal

The purpose of this paper is to examine the effects of workplace bullying on employee silence (defensive, relational, and ineffectual silence), and to test the mediating…

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6159

Abstract

Purpose

The purpose of this paper is to examine the effects of workplace bullying on employee silence (defensive, relational, and ineffectual silence), and to test the mediating role of psychological contract violation (PCV) in this relationship and the extent to which the mediation is moderated by workplace friendship.

Design/methodology/approach

Data were collected from 835 full-time Indian managerial employees working in different Indian organizations.

Findings

Results revealed that workplace bullying positively correlated with silence (defensive, relational, and ineffectual silence). The hypothesized moderated mediation condition was supported as results suggest that PCV mediated the bullying-silence relationship and workplace friendship moderated this mediating pathway, i.e. indirect effects of workplace bullying on employee silence via PCV were weaker for employees with high workplace friendship.

Research limitations/implications

A cross-sectional design, use of self-reported questionnaires, and gender-blind perspective to examine bullying are few limitations of this study.

Practical implications

This is the first study examining employee silence in response to workplace bullying and one of the few attempts to examine employees’ passive coping strategies in response to workplace mistreatment. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

Social implications

A well-formulated and effectively implemented anti-bullying policy and management support may encourage employees to combat bullying by raising their voices against it.

Originality/value

This is the first study examining employee silence in response to workplace bullying. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

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Article
Publication date: 20 August 2020

Muhammad Waseem Bari, Misbah Ghaffar and Bashir Ahmad

The purpose of this study is to examine the relationship between knowledge-hiding behaviors (evasive hiding, playing dumb and rationalized hiding) and employees’ silence

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1055

Abstract

Purpose

The purpose of this study is to examine the relationship between knowledge-hiding behaviors (evasive hiding, playing dumb and rationalized hiding) and employees’ silence (defensive silence, relational silence and ineffectual silence). Besides, this paper investigates the relation mediated by psychological contract breach.

Design/methodology/approach

The data were collected with three-time lags (40 days each) through a structured questionnaire from 389 employees of registered software houses in Pakistan. The structural equation modeling (partial least squares) approach is used for data analysis.

Findings

The findings of this study confirm that knowledge-hiding behaviors have a significant and positive relationship with employees’ silence, and psychological contract breach significantly mediates the relationship between knowledge-hiding behaviors and employees’ silence.

Practical implications

The implications of this study are very supportive to the knowledge-intensive organizations, i.e. software houses. The management should increase the knowledge sharing and trust culture among employees to discourage the knowledge-hiding behaviors among employees. Moreover, supervisors should develop trust among employees, motivate them to avoid knowledge hiding and encourage the employees to raise their voices against their problems in a formal way.

Originality/value

The present study highlights the impact of different dimensions of knowledge hiding on employees’ silence and the role of psychological contract breach as a mediator in this scenario.

Details

Journal of Knowledge Management, vol. 24 no. 9
Type: Research Article
ISSN: 1367-3270

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Article
Publication date: 27 July 2018

Saif Maqbool, Matej Černe and Guido Bortoluzzi

The purpose of this paper is to extend current discussion on the drivers of innovative work behaviour (IWB) of individuals by connecting theories of flow (personal…

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1297

Abstract

Purpose

The purpose of this paper is to extend current discussion on the drivers of innovative work behaviour (IWB) of individuals by connecting theories of flow (personal factor), employee silence (relational) and time pressure (contextual).

Design/methodology/approach

Data have been collected from employees of five companies based in Italy (n=608).

Findings

Silence is negatively related to IWB, whereas flow has the opposite association. Perceived time pressure moderates the relationship between employee silence and IWB. Furthermore, the findings indicate that the highest levels of IWB will take place when the flow level is high, individuals are absorbed in and enjoy their work, and the level of employee silence is low, enabling them to exchange ideas and obtain the necessary support and resources. At the same time, low levels of time pressure provide them with sufficient time for innovative processes to take place, ideas to be shared, and individuals to become engrossed in their innovations.

Research limitations/implications

Cross-sectional single-source data set.

Practical implications

Establishing a work context favourable for stimulating each employee’s active contribution towards IWB based on a complex interaction among flow, silence and time pressure.

Originality/value

Building on the theories of flow and the relational model of employee silence and combining their logic, the research not only delves into the two specific paths to IWB but also examines their multiple effects. Furthermore, the authors pin both factors (silence and flow) under the contextual influence of perceived time pressure, investigating how they simultaneously relate to IWB.

Details

European Journal of Innovation Management, vol. 22 no. 1
Type: Research Article
ISSN: 1460-1060

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Article
Publication date: 24 June 2020

Chelsea Jones and Fiona Cheuk

Often, researchers view silence as antagonistic to equity-aimed projects. Because verbal, written, and textually agentive communications are presumed to be the most valid…

Abstract

Purpose

Often, researchers view silence as antagonistic to equity-aimed projects. Because verbal, written, and textually agentive communications are presumed to be the most valid qualitative-research data, moments of silence are under-analyzed. Yet, we argue that silence holds meaning as data and that it is a valid, rich form of communication.

Design/methodology/approach

Through this reflective analysis of silence, we invite readers to reconceptualize silence in research from a critical disability-research perspective with emphasis on crip willfulness. We introduce silence as an interpretive, agentive and relational gesture.

Findings

We attend to silence as necessary in all research because it helps researchers excavate able-bodied expectations about communication in qualitative-data-collection practices.

Originality/value

We demonstrate that silences in research can be an interpretive, relational, and agentive gesture that can teach us about taken-for-granted assumptions about research practices. Revisiting our research encounters with this framing of silence informed by critical disability studies allows us to question how traditional social science research methods value some modalities of expression over others. Rather than viewing silence in research as moments when nothing happens, we show that silence indicates something happening and is valid data.

Details

Qualitative Research Journal, vol. 21 no. 1
Type: Research Article
ISSN: 1443-9883

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Article
Publication date: 2 October 2017

Arpana Rai and Upasna A. Agarwal

The purpose of this paper is to explore the process of workplace bullying in Indian organizations from the victims’ perspective.

Abstract

Purpose

The purpose of this paper is to explore the process of workplace bullying in Indian organizations from the victims’ perspective.

Design/methodology/approach

The study adopted the grounded theory approach and centered on the participants’ experiences, interpretations, and reactions toward bullying. In total, 23 self-reported victims formed the sample of the study. Data from interviews were analyzed using the coding procedure of grounded theory methodology. To enhance the validity of results, in addition to interviews, member checking technique was also used.

Findings

The study revealed that the process of workplace bullying in Indian organizations can be broadly explained in four sequential phases: exposure and confusion over mistreatment; making attributions; utilizing options within the organization; and adjustment with the current situation. The findings highlight the importance of sense-making, the social support network, complexity of coping behaviors, silence motives of employees as well as negative and nourishing effects of workplace bullying. The role of culture is visible in the bullying dynamics.

Research limitations/implications

The study examined bullying from the victims’ perspective; however, perpetrator and bystanders’ perspective would have added interesting insights into the findings.

Practical implications

The findings point toward the rhetoric of HRM practices in Indian organizations. A well formulated and implemented anti-bullying policy will reduce the rhetoric of HRM practices in Indian organizations.

Originality/value

The present study contributes to the limited literature on the process of workplace bullying by exploring the process in a new national context (India).

Details

South Asian Journal of Business Studies, vol. 6 no. 3
Type: Research Article
ISSN: 2398-628X

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Article
Publication date: 21 October 2021

Gullu Gencer, Hakan Atay, Arzu Gurdogan and Ulker Colakoglu

This study aims to measure the effect of organizational culture perceptions of hotel employees on their organizational silence behavior and job performance, as well as the…

Abstract

Purpose

This study aims to measure the effect of organizational culture perceptions of hotel employees on their organizational silence behavior and job performance, as well as the effect of their organizational silence behavior on their job performance.

Design/methodology/approach

A correlational survey model was used in this research and a questionnaire was distributed to collect the data from 389 sampled employees working in four- and five-star hotels in the Kusadasi region in Turkey.

Findings

It was found that organizational culture was not significantly related to organizational silence but that organizational culture and its dimensions were significantly related to job performance. It was also revealed that while organizational silence was not significantly related to job performance, its dimensions were significantly related to job performance.

Practical implications

The results of this study provide insight into organizational culture as an important factor in increasing job performance. The study also revealed how organizational silence behavior and its dimensions affect job performance. In this sense, accommodation establishments will be able to acquire new perspectives in terms of improving job performance.

Originality/value

This paper is deemed important, as it examined these three terms in one model in the field of tourism management. It is thought that it will contribute to the literature by closing the gap in the tourism literature while leading the way for future studies.

Details

Journal of Hospitality and Tourism Insights, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9792

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