Demographic diversity in the workplace and its impact on employee voice: the role of trust in the employer

Hatipoğlu, Burçin; Inelmen, Kivanc

doi:10.1080/09585192.2017.1322120

Cited by 33 publications

(32 citation statements)

References 69 publications

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“…Some values, norms and attitudes are common to some cultural regions and age groups (Chen & Choi, 2008). Some age-dependent studies (Hatipoglu & Inelmen, 2018) indicate that compared with middle-aged employees, younger members of staff are more likely to resist using their voice.…”

Section: Types Of Organisational Silence Depending On Demographicsmentioning

confidence: 99%

“…In some cultures, organisational silence is discussed as a social problem of gender discrimination (Fapohunda, 2015;Hatipoglu & Inelmen, 2018). Some research indicates a relationship between the level of education of an employee and their trust (Hatipoglu & Inelmen, 2018). Hatipoglu and Inelmen (2018) stated that men with a higher level of education and positive trust assessed opportunities to use their voice more positively.…”

Section: Types Of Organisational Silence Depending On Demographicsmentioning

confidence: 99%

“…Thus, organisational silence may be a combination of different factors, including reasons, sectors, people, levels and types. Some scientists believe that organisational silence differs depending on gender (Fapohunda, 2015), age and marital status (Hatipoglu & Inelmen, 2018), the role of an employee at the workplace (Fapohunda, 2012), and culture (Hess & Jepsen, 2009). Consequently, employee silence is a complex and frequent phenomenon which requires more attention from scientists.…”

Section: Introductionmentioning

confidence: 99%

“…To achieve these goals, teachers must be brave, skilful, open to innovations, and capable of expressing their opinion. Furthermore, the diversity of employees in terms of gender and age promotes creativity and innovation in an organisation (Syed, 2014;Hatipoglu & Inelmen, 2018). Hence, deliberate concealment of ideas may negatively affect the work of teachers, their development and the quality of education.…”

Section: Introductionmentioning

confidence: 99%

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Relationship between organisational silence and employee demographic characteristics: the case of Lithuanian teachers

Jesevičiūtė-Ufartienė

Brusokaite

Widelska

2020

Engineering Management in Production and Services

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Organisational development requires creative and open employees, who must feel confident to use their inventiveness and share ideas. However, some entities encounter organisational silence. The lack of research into this phenomenon in Lithuanian educational institutions encouraged the authors of the article to investigate how demographic characteristics of teachers relate to types of organisational silence. The authors used two nonparametric tests for analyses, i.e. Mann–Whitney U to study gender and Kruskal–Wallis H to investigate age and marital status. The quantitative research targeted teachers of 104 Lithuanian secondary schools. The research findings contribute to filling the knowledge gap in the topic of organisational silence in Lithuania. The enclosed demographic characteristics can help rectify the current situation in educational institutions.

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Section: Types Of Organisational Silence Depending On Demographicsmentioning

confidence: 99%

Section: Types Of Organisational Silence Depending On Demographicsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Relationship between organisational silence and employee demographic characteristics: the case of Lithuanian teachers

Jesevičiūtė-Ufartienė

Brusokaite

Widelska

2020

Engineering Management in Production and Services

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“…This level of distrust causes that earning a respectable place within the work environment of the organization is in turn difficult for a millennial. Difficulty in communication openly is related to lack of job satisfaction because communication whether informal or formal may not be enough for these employees (Hatipoglu & Inelmen, 2018). There are differences also in terms of the length of time and loyalty to their employer, the "Boomers" are used to working between 40 to 60 hours at work and expect younger workers to make merit to obtain promotions.…”

mentioning

confidence: 99%

Engagement of Mexican Millennials at Work in Relation to their Expectations

Carranza¹,

Soria²,

Lemus³

et al. 2019

IBR

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The project seeks to find the correlation between retention and labor expectations of the Millennial workforce in Mexico. The study was done with a sample of 422 workers between the ages of 18 and 37, at several types of companies in Mexico, that are experiencing a high rate of staff turnover. The retention and stay-at-work questionnaires were first validated through an exploratory factorial analysis. Subsequently, models were created using the multiple linear regression technique. The results show that work expectations, such as personal and organizational factors are important for staff retention. In addition, our findings are compared with others obtained and a list of recommendations for the development of organizational strategies is proposed as a means of employee retention.

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The Impact of Multiple Marginalized Social Statuses: How Being a Sexual Minority, a Woman, or Living with Low Income Relates to Workers' Well‐being

et al. 2023

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Limited research explores the well‐being of multiply marginalized workers. Aiming to illustrate the application of intersectionality‐inspired analysis to the fields of management and occupational health, we examined how being a sexual minority (non‐heterosexual), having low income, and identifying as a woman are associated with well‐being outcomes (e.g., impaired performance, troublesome symptoms, positive mental health). A survey was completed by 331 Québec workers. We used regression analysis to examine individual, additive, and interactive relationships between marginalized statuses and outcomes. Having multiple marginalized statuses was associated with impaired performance, troublesome symptoms and less positive mental health. The most negative outcomes were reported by low‐income gay or bisexual workers. Organizational policies and managers should consider intersecting identities to better support marginalized workers' well‐being.

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Demographic diversity in the workplace and its impact on employee voice: the role of trust in the employer

Cited by 33 publications

References 69 publications

Relationship between organisational silence and employee demographic characteristics: the case of Lithuanian teachers

Relationship between organisational silence and employee demographic characteristics: the case of Lithuanian teachers

Engagement of Mexican Millennials at Work in Relation to their Expectations

The Impact of Multiple Marginalized Social Statuses: How Being a Sexual Minority, a Woman, or Living with Low Income Relates to Workers' Well‐being

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