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1 – 10 of over 8000Xiaolong Yuan, Feng Wang, Mianlin Deng and Wendian Shi
Based on conservation of resources (COR) theory, this study aims to examine the impact of daily illegitimate tasks on employees' daily silence and daily voice behavior, as well as…
Abstract
Purpose
Based on conservation of resources (COR) theory, this study aims to examine the impact of daily illegitimate tasks on employees' daily silence and daily voice behavior, as well as the mediating role of daily ego depletion and the moderating role of trait mindfulness.
Design/methodology/approach
Through daily diary approach, 81 employees were followed for 10 consecutive workdays. Multilevel analysis was employed to examine the hypothesized relationships.
Findings
The results showed that daily illegitimate tasks are positively related to daily silence behavior and negatively related to daily voice behavior; daily ego depletion plays a mediating role in these relationships. Trait mindfulness moderates the effect of daily illegitimate tasks on daily ego depletion and the indirect effect of daily illegitimate tasks on daily silence and daily voice.
Practical implications
Managers should be mindful of minimizing the assignment of illegitimate tasks. Additionally, it is recommended that the organization provide training courses for employees to help them reduce ego depletion. Finally, organizations should focus on fostering high levels of mindfulness among their employees.
Originality/value
This study contributes to the existing literature by investigating the immediate impact of illegitimate tasks on employee voice and silence at within-person level. By doing so, it enhances comprehension of the consequences associated with illegitimate tasks. Meanwhile, this study offers additional insights into the underlying mechanisms and boundary conditions of the effect of illegitimate tasks from a resource perspective.
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Meral Kızrak and Hakkı Okan Yeloğlu
Drawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning…
Abstract
Purpose
Drawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning and prosocial silence, as well as the mediating role of perceived organizational support (POS) in this relationship.
Design/methodology/approach
The authors used path analysis to examine the relationships between research variables. Data were collected from 275 employees of private sector companies in Turkey through an online survey platform. To test the proposed hypotheses, the authors conducted regression and mediation analyses using the bootstrapping method.
Findings
The results indicate that the organization’s commitment to learning positively and significantly impacts employee prosocial silence, and POS partially mediates this relationship.
Practical implications
Managers who aim to promote other-oriented and helping behavior in the organization should understand how prosocial silence can be golden. They should cultivate and model a learning mindset by focusing on strengths instead of weaknesses, reward experimentation and provide employees with timely feedback allowing them to think and reflect on their failures.
Originality/value
Although the dominant position of previous studies endorses the detrimental sides of organizational silence, less research has focused on employees’ prosocial silence behavior and the underlying mechanisms that may explain employees’ tendency to remain silent with helpful intent, a gap this research attempts to fill.
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Fahime Ebrahimi, Mehdi Sarikhani and Amin Rostami
The purpose of this study is to investigate the factors affecting the silence of internal auditors. To this end, the impacts of the perceived climate of silence, professional…
Abstract
Purpose
The purpose of this study is to investigate the factors affecting the silence of internal auditors. To this end, the impacts of the perceived climate of silence, professional commitment, independence commitment, role conflict and role ambiguity on internal auditor silence have been investigated. Furthermore, the effects of role conflict and role ambiguity through independence commitment on internal auditor silence were investigated.
Design/methodology/approach
The statistical population of the study consisted of Iranian internal auditors in 2021. The study used a self-administered survey of 217 internal auditors. In this research, a hierarchical component model in the partial least squares structural equation modeling analysis was used to examine the hypotheses.
Findings
The results of testing the hypotheses indicated that the perceived climate of silence and role ambiguity have positive effects, and professional commitment and independence commitment have negative effects on internal auditor silence. Furthermore, role conflict has an insignificant effect on internal auditor silence. In addition, role conflict and role ambiguity affect the internal auditor silence through the independence commitment.
Originality/value
This study examined the factors affecting the internal auditor silence by combining the construct of the perceived climate of silence that has been previously discussed in the field of management with the professional (professional commitment and independence commitment) and role (role conflict and role ambiguity) factors that are discussed in the internal audit profession. To the best of the author’s knowledge, this is the first study that examines the factors affecting internal auditor silence behavior. The importance of conducting this study is that it investigates a phenomenon among internal auditors that conflicts with the mission and origin of internal audit.
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I. M. Jawahar, Jennifer L. Kisamore and Thomas H. Stone
Drawing on the conservation of resources theory, the purpose of this paper is to examine whether role conflict is associated with frustration of employees’ basic needs and whether…
Abstract
Purpose
Drawing on the conservation of resources theory, the purpose of this paper is to examine whether role conflict is associated with frustration of employees’ basic needs and whether need frustration is associated with withdrawal in the form of reduced voice and increased silence. This paper also investigates if supervisor support mitigates potential detrimental outcomes of need frustration.
Design/methodology/approach
In this survey-based study, 201 full-time employees participated. Self-reports regarding voice and silence behaviors at work were collected as were perceptions of role conflict, need frustration and supervisor support.
Findings
The results of this study support the proposed moderated mediation relationships for both employee voice and silence behaviors. Specifically, need frustration mediates the relationship between role conflict and the two outcome variables. Perceived supervisor support moderates the path between need frustration and both voice and silence behaviors.
Practical implications
Employees are an organization’s first line of defense against potential accidents, inefficiencies and other organizational crises. When they perceive their needs are not met and they are not supported by their supervisors, employees are likely to seek to protect themselves from further resource loss by withholding feedback even if such feedback may enhance organizational effectiveness and prevent organizational crises.
Originality/value
Given that voice and silence are not opposites of each other, it is important to study both in a single study, as this study does. This study proposes and tests a heretofore untested explanation for the relationship between role conflict and voice and silence. The authors identify a buffer with potential to mitigate the negative effects of need frustration.
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Abstract
Purpose
Career plateau and employee silence are negative employee management phenomena that should be overcome but are challenging. However, relatively speaking, when employees reach a particular career stage, it is inevitable that the hierarchical plateau in the career plateau will occur, while the phenomena of employee silence have the chance to improve. This paper aims to study the influence mechanism of the career plateau on employee silence in an uncertain environment and then provides theoretical support for enhancing the organizational phenomenon of employee silence.
Design/methodology/approach
After considering the effects of career plateau and social desirability of employee silence, this paper obtained 313 samples based on the pilot survey, which were collected anonymously online and offline. Based on passing the data quality test, this experiment uses hierarchical regression, Bootstrap method, interaction graph and slope test to test the mediating variable
Findings
The results show a significant positive correlation between career plateau and employees' silent behavior. Affective commitment plays a partial mediating role between career plateau and employees' silent behavior. Organizational justice not only negatively moderated the relationship between career plateau and affective commitment but also negatively moderated the indirect effect of career plateau on silent behavior through affective commitment.
Originality/value
First, based on the theory of uncertainty management and social exchange theory, this paper develops a behavioral response to the organizational environment based on the principle of fair exchange when employees perceive an uncertain environment. This study innovatively applied the two theories together in one study, establishing a link between the two theories. Second, this study explores the influence of career plateau on employee silence and empirically tests the silent behavior based on the previous division of three dimensions of career plateau. The third study explores affective commitment, the black box of the relationship between career plateau and employee silence. This research also enriches the related research on affective commitment.
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This study aims to examine disparities in the code of silence between rural and urban police officers in China.
Abstract
Purpose
This study aims to examine disparities in the code of silence between rural and urban police officers in China.
Design/methodology/approach
Data were collected from a national police university in China in 2017. In total, 608 Chinese police officers were surveyed, all of whom attended the in-service training program at the university.
Findings
Results suggest that rural officers in China are more likely to embrace the code of silence than their urban counterparts. Additionally, this study demonstrates significant influences of such organizational and environmental factors as police type, agency location and perception of misconduct seriousness on adherence to the code of silence.
Research limitations/implications
This study used a convenient sampling approach, which restricts the generalizability of the results.
Practical implications
Given the stronger code of silence among rural officers, there should be more efforts devoted to cultivating a positive ethical climate within rural police organizations. These efforts may need to come from higher levels of government, given the administrative structure in China. In addition, police supervisors in rural agencies should play an important role, given that they are the first line of defense in detecting and responding to misconduct, and are essential in fostering and sustaining a good ethical environment within the police agency.
Originality/value
Using unique policing data collected from China, this study addresses an important gap in the literature regarding research on rural-urban differences in the police code of silence.
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Wook Kang, Sanja Kutnjak Ivkovich and Jeyong Jung
This paper aims to provide an in-depth exploration of the code of silence in Korean policing and its relationship to perceptions of disciplinary fairness.
Abstract
Purpose
This paper aims to provide an in-depth exploration of the code of silence in Korean policing and its relationship to perceptions of disciplinary fairness.
Design/methodology/approach
The authors separately surveyed 370 Korean police officers in 2008 and 356 Korean police officers in 2019. The respondents were asked to evaluate seven hypothetical scenarios measuring different types of police misconduct from police corruption to the use of excessive force.
Findings
The results demonstrated that the strength of the code of silence decreased over a decade. The code of silence seems to protect less serious examples of police misconduct more strongly than more serious examples of police misconduct. Furthermore, the extent of the code of silence and perceptions of discipline severity are closely related in situations in which the expected discipline is evaluated by officers as too harsh. When police officers evaluated the expected discipline as fair, they were less likely to adhere to the code of silence than when they evaluated the expected discipline as too harsh, providing support for the simple justice model. On the other hand, the results are mixed for comparisons of the code of silence among respondents who evaluated discipline as fair and those who evaluated discipline as too lenient.
Originality/value
This is one of few studies focusing on the potential changes in the code of silence over time and on its relationship with the perception of disciplinary fairness. South Korea has conducted a reform of the police (the Grand Reform) in the late 1990s and more recently enacted the new laws regulating police misconduct. This study relies on two independent surveys of the same population of police officersto empirically assesses potential changes resulting from these societal and organizational transformations.
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Mengying Wu, Rongsong Wang, Christophe Estay and Wei Shen
The purpose of this study is to explore the U-shaped relationship between ambidextrous leadership and employee silence by examining power distance orientation as a boundary…
Abstract
Purpose
The purpose of this study is to explore the U-shaped relationship between ambidextrous leadership and employee silence by examining power distance orientation as a boundary condition and role stress and relational energy as mediators.
Design/methodology/approach
The authors tested the theoretical model with 212 matched samples collected across three-wave-data from 21 companies and branches in China.
Findings
Results revealed that ambidextrous leadership showed a U-shaped relationship with employee silence through role stress and relational energy. Moreover, the authors found that the curvilinear relationship was more significant for employees higher in power distance orientation.
Practical implications
Organizations should be aware of the negative side of ambidextrous leadership as well as its stimulation on employee silence. The leaders should pay more attention to subordinates and judge whether they are under too much stress, as well as treat employees more cautiously in both work and non-work situations.
Originality/value
This study provides a first step to the understanding of curvilinear influence of ambidextrous leadership through investigating the mediating effects of role stress and relational energy, and integrating the moderating role of power distance orientation in the process.
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Hannah Vivian Osei, Herbert Ofori, Emmanuella Otsen, Theresa Adjei and Lexsee Odoom
This study aims to examine the impact of leaders’ abusive supervision on employees’ work engagement in the health sector. The study further examined the interactive effect of…
Abstract
Purpose
This study aims to examine the impact of leaders’ abusive supervision on employees’ work engagement in the health sector. The study further examined the interactive effect of leaders’ abusive supervision and employees’ proactive personality on work engagement via employees’ silence.
Design/methodology/approach
Data were collected from 343 health workers in five hospitals in Ghana. The Hayes Process Macro and AMOS were used to analyse mediation, moderation and moderated-mediation relationships
Findings
The study findings indicate that leaders’ abusive supervision has a detrimental impact on employees’ work engagement. The study further found that employees’ silence did not mediate the relationship between abusive supervision and work engagement. Employees’ proactive personalities positively moderated the relationship between abusive supervision and employees’ silence.
Originality/value
This study advances understanding of how perceived leaders’ abusive supervision affects health workers’ work engagement. This study contributes to the literature by confirming employees’ silence as a pathway linking abusive supervision to work engagement. The study further identifies employees’ proactive personality as a moderating variable in the relationship between abusive supervision and employees’ silence.
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Apoorva Goel, Nabila Khan and Lata Dyaram
This study examines the yin (promotive) and yang (prohibitive) of employee voice based on employee preference for voice channel attributes. Employee inputs may be disregarded…
Abstract
Purpose
This study examines the yin (promotive) and yang (prohibitive) of employee voice based on employee preference for voice channel attributes. Employee inputs may be disregarded, requiring employees to maneuver for unheeded voice and adopt alternate voice tactics. The authors emphasize the ubiquity of lurking employee silence and its affective effects on subsequent cycles of voice or silence.
Design/methodology/approach
Qualitative design involving semi-structured interviews of employees from service sector firms in India assisted the inquiry.
Findings
Employees prefer voice channel attributes that ensure visibility and data substance for promotive voice and anonymity and confidentiality for prohibitive voice. Voice target switching and message reframing were common employee strategies. Silence on both sharing views/opinions (promotive) and voicing issues/concerns (prohibitive) weakens employee future voice incidents, besides suppressing the affect. Post-silence cognitive reappraisal increases voice incidences.
Research limitations/implications
Findings may have limited generalizability given the qualitative design of the study. Moving beyond extant episodic voice research, the authors demonstrate the recurrent nature of employee voice and silence. The study broadens perspectives on how varied voice types necessitate nuanced voice channel attributes.
Originality/value
Present work brings together organizational behavior (OB) perspective on discretionary voice through human resource (HR)-based channels, helping bridge the gap between previously disparate stands.
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