Does the Presence of Voice Imply the Absence of Silence? The Necessity to Consider Employees’ Affective Attachment and Job Engagement

Knoll, Michael; Redman, Tom

doi:10.1002/hrm.21744

Cited by 63 publications

(44 citation statements)

References 74 publications

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“…The reluctance of public employees to speak up about organizational problems can have serious negative consequences (Morrison and Milliken ). At the organizational level, silence can diminish organizational performance by reducing the chance that errors are detected and rectified (Knoll and Redman ) and that serious ethical transgressions are prevented (Clapham and Cooper ). The inability of public employees to share ideas and provide inputs may also hinder innovation (Gambarotto and Camazo ) and positive organizational change (Argyris and Schon ) and stifle employee development and creativity (Knoll and Redman ).…”

Section: Introductionmentioning

confidence: 99%

“…At the organizational level, silence can diminish organizational performance by reducing the chance that errors are detected and rectified (Knoll and Redman ) and that serious ethical transgressions are prevented (Clapham and Cooper ). The inability of public employees to share ideas and provide inputs may also hinder innovation (Gambarotto and Camazo ) and positive organizational change (Argyris and Schon ) and stifle employee development and creativity (Knoll and Redman ). At the individual level, silence can reduce employee job satisfaction, increase cynicism and stress, and cause emotional exhaustion (Cortina and Magley ; Whiteside and Barclay ).…”

Section: Introductionmentioning

confidence: 99%

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How empowering leadership reduces employee silence in public organizations

Hassan

DeHart‐Davis

Jiang

2019

Public Administration

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The intentional withholding of critical work-related information can have serious negative consequences in public organizations. Yet, few studies have examined why public employees intentionally remain silent about problems and how to prevent such behaviour.This article provides insights into how managers may lower employee silence in government organizations. We develop a model that suggests that empowering leadership by frontline supervisors reduces public employee silence, by improving employee trust in their supervisors, granting employees control over their jobs, and strengthening identification with the organization. We test the model in two cross-sectional studies with data collected from all employees working in two local governments in the United States. We find empirical support for the model in both studies. We discuss the implications of the research results for public management scholarship and practice.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

How empowering leadership reduces employee silence in public organizations

Hassan

DeHart‐Davis

Jiang

2019

Public Administration

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“…Çalışanların, statükoya yapıcı bir şekilde karşı çıkan işle ilgili bilgi, fikir ve görüşlerini ifade etmeleri veya sessiz kalmaları bireysel ve örgütsel performansı, örgütsel öğrenmeyi, örgütün başarısını etkileyecek hataların ve yanlış yapılanların tespitini, işgören refahını ve paydaşları etkileyecektir (Knoll ve Redman, 2015;Morrison ve Milliken, 2000).…”

Section: Introductionunclassified

Örgütsel Sessi̇zli̇k Ve Sonuçlari

Yalçınsoy¹

2017

The Journal of Social Science

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İşgörenlerin iş, iş yeri ve örgütle ilgili konulardaki bilgi, fikir ve görüşlerini mevcut durumu düzeltme kabiliyeti olan kişi ya da yöneticilerden çeşitli nedenlerle bilerek ve isteyerek saklamaları davranışına işgören sessizliği denmektedir. İşgören sessizliğinin örgüt içinde yaygın bir şekilde görülmesi durumunda ise örgütsel sessizlik söz konusu olmaktadır. Oysa ki örgüt ile ilgili bir sorunun çözümünde o işi yapan işgörenlerin fikirleri optimum çözümü sunabilmektedir. Araştırmada örgütsel sessizlik literatürü incelenmiş olup işgörenler ve örgütler üzerindeki olumsuz etkileri irdelenmiştir. Araştırma sonucunda örgütsel sessizliğin işgörenler ve örgütler üzerindeki olumsuz etkileri yerli ve yabancı literatürde yer alan çalışmalarda birbirine paralellik gösterdiği sonucuna varılmıştır. Ayrıca örgütsel sessizlik ile ilgili bir değerlendirme yapılmıştır.

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“…to avoid embarrassment, to disguise minority sexual identity status). Of importance here is that the presence of ERG voice mechanisms does not necessarily imply the absence of silence (Brinsfield, 2012;Knoll & Redman, 2016). Related to this is evidence that while ERGs offer a voice mechanism that is linked to the opportunity of LGBT expatriation, the threat of stigmatization and stereotyping can fracture ERG voice and networks.…”

Section: Employee 'Silence' and Missing (Lgbt) Employee Voicesmentioning

confidence: 98%

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

McNulty

McPhail

Inversi

et al. 2017

The International Journal of Human Resource Management

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LGBT) expatriates has largely taken an employee perspective. Less attention has been devoted to organizational mechanisms supporting LGBT voice opportunities for global mobility. In this study, we use respondent data from 15 LGBT employees in combination with data from five global mobility managers to examine the role of Employee Resource Groups. Using the depth, scope and level of voice to frame the study in relation to stereotype threat theory, the findings show that discrimination and stigmatization are prevalent features affecting voice. The findings advance three distinct contributions concerning marginalized (LGBT) employee voices about expatriation: the importance of 'informal' social dialogue, the shallow 'depth' to voice decisionmaking roles about LGBT expatriation, and a consideration of 'silence' in voice literatures.

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Does the Presence of Voice Imply the Absence of Silence? The Necessity to Consider Employees’ Affective Attachment and Job Engagement

Cited by 63 publications

References 74 publications

How empowering leadership reduces employee silence in public organizations

How empowering leadership reduces employee silence in public organizations

Örgütsel Sessi̇zli̇k Ve Sonuçlari

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

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