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Title:
Effect of implicit voice theories on employee constructive voice and defensive silence : a study in education and health sector
Authors:
ID
Şahin, Safiye
(
Author
)
ID
Çankır, Bilal
(
Author
)
ID
Serez Arslan, Bahar
(
Author
)
Files:
https://organizacija.fov.um.si/index.php/organizacija/article/view/696
RAZ_Şahin_Safiye_2021.pdf
(1,37 MB)
MD5: F679AA9EEAE4C587F3EAFF6209C30D35
Language:
English
Work type:
Unknown
Typology:
1.01 - Original Scientific Article
Organization:
FOV - Faculty of Organizational Sciences in Kranj
Abstract:
Background and Purpose: Implicit voice theories are the beliefs that are related to employee silence. This study aims to examine the implicit voice theories (don’t embarrass the boss in public, negative career consequences of voice) as predictors of employee defensive silence and employee constructive voice. Methodology: This study is a cross-sectional and an analytical study. The sample of this study consisted of 494 participants working in the healthcare sector (n = 277) and education sector (n = 217) in Turkey. We performed linear regression analyses to test our hypotheses. Results: We found that power distance and negative career consequences of voice predicted employee defensive silence while proactive personality and the belief of “don’t embarrass the boss in public” predicted employee constructive voice. These results confirm the effect of implicit voice theories on employee silence and voice. Conclusions: Employees holding the belief of “don’t embarrass the boss in public” and “negative career consequences of voice” tend to remain silent or prefer to speak with their managers privately, which prevent sharing ideas in group interactions in organization. Therefore, managers must combat the belief that speaking up is risky. In order to change these beliefs in a positive way, they should make their subordinates feel that speaking up is a valuable behavior in organization.
Publication date:
01.01.2021
Year of publishing:
2021
Number of pages:
str. 210-226
Numbering:
Vol. 54, no. 3
PID:
20.500.12556/DKUM-96278
UDC:
005.57(560)
ISSN on article:
1318-5454
COBISS.SI-ID:
125733379
DOI:
10.2478/orga-2021-0014
Publication date in DKUM:
15.12.2025
Views:
179
Downloads:
5
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Record is a part of a journal
Title:
Organizacija : revija za management, informatiko in kadre
Shortened title:
Organizacija
Publisher:
Moderna organizacija
ISSN:
1318-5454
COBISS.SI-ID:
610909
Licences
License:
CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:
http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:
The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Secondary language
Language:
Slovenian
Title:
Vpliv implicitnih govornih teorij na konstruktivni glas in obrambni molk zaposlenih : analiza na področju izobraževanja in zdravstva
Abstract:
Ozadje in namen: implicitne glasovne teorije so prepričanja, povezana z molkom zaposlenih. Namen te študije je preučiti vpliv implicitne glasovne teorije (ne sramotite šefa v javnosti, negativne posledice kariere glasu) kot napovedovalce obrambnega molka zaposlenih in konstruktivnega glasu zaposlenih. Metodologija: Raziskava je presečna in analitična študija. Vzorec do bili anketiranci v zdravstvenem sektorju (n = 277) in izobraževalnem sektorju (n = 217) v Turčiji. Za preverjanje hipotez smo uporabili linearno regresijsko analizo. Rezultati: Ugotovili smo, da razdalja moči in negativne karierne posledice glasu napovedujejo obrambno tišino zaposlenih, medtem ko proaktivna osebnost in prepričanje »ne osramoti šefa v javnosti«, napovedujejo konstruktiven glas zaposlenih. Ti rezultati potrjujejo učinek implicitnih govornih teorij na organizacijski molk in glas zaposlenih. Zaključki: Zaposleni, ki verjamejo v »ne osramoti šefa v javnosti« in v »negativne posledice kariere zaradi glasu«, ponavadi molčijo ali se raje zasebno pogovarjajo s svojimi vodji, kar preprečuje izmenjavo idej pri skupinskih interakcijah v organizaciji. Zato se morajo menedžerji boriti proti prepričanju, da je govorjenje tvegano. Da bi spremenili ta prepričanja na pozitiven način, morajo podrejenim dati občutek, da je govor dragoceno vedenje v organizaciji.
Keywords:
javno zdravstvo
,
šolstvo
,
management
,
poslovno komuniciranje
,
Turčija
Collection
This document is a part of these collections:
Organizacija
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