Search results

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.

Through daily diary approach, 81 employees were followed for 10 consecutive workdays. Multilevel analysis was employed to examine the hypothesized relationships.

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.

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.

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.

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.

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.

The results indicate that the organization’s commitment to learning positively and significantly impacts employee prosocial silence, and POS partially mediates this relationship.

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.

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.

This autoethnography takes up the matter of toxic masculinity in university settings. We introduce the term “status silencing” as a way to make visible the normalization of toxic masculinity in everyday talk and interaction in university settings among and around colleagues. Status silencing is the process in which the status of a dominant individual becomes a context which renders the story of an individual with a subordinated status untellable or untold. Using strange accounting, we explore active and passive types of status silencing to show how talk and interactions involving toxic masculinity are both internalized and externalized expressions of power and dominance. We argue that while most scholars view toxic masculinity as blatant acts of violence (mass shootings, rape and sexual assault, etc.), it is also a normalized occurrence for feminized others and that toxic masculinity in academic settings is part of an ongoing institutional norm of silence.

The practice of cronyism is a pervasive problem for most businesses and a great hindrance for employees, but empirical literature on its outcomes is scant. In light of such gaps, the objective of this study is to examine the relationship between organizational cronyism and employees' silence behavior through the mediating role of felt violation and the moderating role of continuance commitment.

A time-lagged cross-sectional survey comprising 226 respondents is carried out in a metropolitan city of a developing country (Lahore, Pakistan). The respondents were selected using the convenience sampling technique.

The findings reveal that organizational cronyism influences employees' silence (acquiescent and quiescent) both directly and indirectly (via felt violation). However, continuance commitment was noted to work as a boundary condition only between felt violation and quiescent silence.

Although the study deals with common method bias by collecting data in two waves, it may restrict causality. The findings not only have implications for the academicians, but also contribute to the conservation of resources theory. This study suggests organizations develop and implement a comprehensive intervention strategy that focuses on both prevention and damage control as a result of organizational cronyism.

Drawing upon the conservation of resources theory, this study adds value to the literature by empirically investigating the outcomes of cronyism at work. Moreover, the outcomes and mechanisms under consideration have largely been ignored in the literature.

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.

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.

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.

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.

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.

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

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.

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.

This study aims to examine disparities in the code of silence between rural and urban police officers in China.

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.

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.

This study used a convenient sampling approach, which restricts the generalizability of the results.

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.

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.

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.

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.

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.

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.