A Critical Examination of the Factors Leading to Organizational Silence and its Influence on Employee Job Attitudes
DOI:
https://doi.org/10.55737/qjssh.940641229Keywords:
Fear, Employee, Job Attitudes, Organizational Silence, TrustAbstract
To successfully and efficiently attain the purpose, personnel are seen as sources of development, innovation, learning, and progression. Nevertheless, a significant proportion of individuals choose quiet, refraining from expressing their beneficial emotions and concerns over the troubles inside their relationships. This research aims to use existing literature to ascertain the underlying motivations for employee silence and identify the many components that contribute to silence within an organizational context. The primary factors contributing to calmness are often acknowledged as workplace culture, fear and harsh criticism from the administration, lack of trust, and insufficient assistance from management. According to existing research, silence is a behavioral phenomenon that is linked to several work attitudes, including contentment, turnover intention, and organizational citizenship behavior. Workers are more inclined to express their concerns on corporate matters when a company fosters a climate of trust and has effective communication channels.
References
Acaray, A., & Akturan, A. (2015). The relationship between organizational citizenship behaviour and organizational silence. Procedia - Social and Behavioral Sciences, 207, 472-482. https://doi.org/10.1016/j.sbspro.2015.10.117
Brinsfield, C. (2009). Employee Silence: Investigation of Dimentionality, Development of Measures and Examination of Related Factors (Unpublished master's thesis). The Ohio State University.
Brower, H. H., Lester, S. W., & Korsgaard, M. A. (2017, July 5). Want your employees to trust you? Show you trust them. Harvard Business Review. https://hbr.org/2017/07/want-your-employees-to-trust-you-show-you-trust-them
BURRIS, S., WAGENAAR, A. C., SWANSON, J., IBRAHIM, J. K., WOOD, J., & MELLO, M. M. (2010). Making the Case for Laws That Improve Health: A Framework for Public Health Law Research. Milbank Quarterly, 88(2), 169–210. https://doi.org/10.1111/j.1468-0009.2010.00595.x
Dea, S. (2019, June 7). Sometimes refraining from speech is good — University affairs. University Affairs. https://www.universityaffairs.ca/opinion/dispatches-academic-freedom/sometimes-refraining-from-speech-is-good/
Dedahanov, A. T., & Rhee, J. (2015). Examining the relationships among trust, silence and organizational commitment. Management Decision, 53(8), 1843-1857. https://doi.org/10.1108/md-02-2015-0041
Dyne, L. V., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359-1392. https://doi.org/10.1111/1467-6486.00384
Gilmour, S. M. (2006). Organisational Culture and the Communication of Loyalty: An ethnography [Master's thesis].
Greenberg, J., & Edwards, M. (2009). Employee Voice and Silence in Organizations. , Emerald Group Publishing, Bingley.
Harlos, K. (2010). If you build a remedial voice mechanism, will they come? Determinants of voicing interpersonal mistreatment at work. Human Relations, 63(3), 311-329. https://doi.org/10.1177/0018726709348937
Locke, E. A. (1976). The nature and causes of job satisfaction.In M. D. Dunnette (Ed.), Handbook of Industrial and Organizational Psychology (pp. 1297–1349). New York, NY: Hold, Reinhart & Winston.
Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of Management Studies, 40(6), 1453-1476. https://doi.org/10.1111/1467-6486.00387
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. The Academy of Management Review, 25(4), 706. https://doi.org/10.2307/259200
Nikmaram, Sahar & Gharibi, Hamideh & Shojaii, Samereh & Zahrani, Maryam & Alvani, Seyed. (2012). Study on Relationship Between Organizational Silence and Commitment in Iran. World Applied Sciences Journal. 17(10),1271-1277. https://www.researchgate.net/profile/Hamideh-Gharibi/publication/267247824_Study_on_Relationship_Between_Organizational_Silence_and_Commitment_in_Iran/links/57d6528708ae601b39aa765a/Study-on-Relationship-Between-Organizational-Silence-and-Commitment-in-Iran.pdf
Pinder, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. Research in Personnel and Human Resources Management, 331–369. https://doi.org/10.1016/s0742-7301(01)20007-3
Roberts, M. L. (2004). Personality and W ersonality and Work Situational Pr ork Situational Predictors of Exit, V ors of Exit, Voice, Lo oice, Loyalty, and Neglect: An Interactionist Perspective [Unpublished doctoral dissertation]. University of Tennessee, Knoxville.
Schechtman, J. (2008). When Silence speaks louder than words: Computermediated communications and perceived ostracism (Doctoral dissertation, Washington State University).
Sonmez Cakir, F., & Adiguzel, Z. (2020). Analysis of Leader Effectiveness in Organization and Knowledge Sharing Behavior on Employees and Organization. SAGE Open, 10(1). https://doi.org/10.1177/2158244020914634
Turner, M. E., & Pratkanis, A. R. (1998). A social identity maintenance model of groupthink. Organizational Behavior and Human Decision Processes, 73(2-3), 210-235. https://doi.org/10.1006/obhd.1998.2757
Ulkemen, S., Karaca, H., &Tasdoven, H. (2012). Promoting bureaucratic professionalism in policing: Analyzing the Turkish Police Field Training Program (PFTO) in the light of the US.
Vance, R. J. (2015, March 1). Employee Engagement and Commitment. SHRM - The Voice of All Things Work. https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/employee-engagement-commitment.pdf
Published
Issue
Section
License
Copyright (c) 2023 Naqeeb Ullah, Umair Asghar
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
