• Korean Journal of Culture and Social Issue
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• v.23 no.2
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• pp.239-270
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• 2017

This study investigated the nature and dimensionality of the motives why employees showed the silence even though they could speak up their opinions. It aimed to develop the scales measuring employee silence. Thus, three studies were designed and particularly, two studies featured two different studies, totaling five studies. Study 1 conducted open-ended survey asking and 104 workers from a variety of work field answered. With the results of open-ended questions, a were developed, consisting of 60-items to measure employee silence motivation. Study 2 examined the scale developed and 481 workers from diverse work fields participated in. The exploratory factor and 'intra-ESEM' analyses were confirmed the construct of silence motivation, composing 5 factors(acquiescent, defensive, disengaged, opportunistic, relational silence) the 20-items was developed to measure the construct(Study 2-1). Furthermore, 'inter-ESEM' analysis was examined the discriminant validity of scale developed by the current study with general silence behavior and voice behavior. It found that the employee silence was distinguished from general silence behavior and voice behavior(Study 2-2). Study 3 was designed for validation of silence motivation scale which developed from Study 1 and Study 2. Based on these results, the implications and limitations of this study as well as the direction for future study were discussed.

• Korean Journal of Culture and Social Issue
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• v.30 no.3
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• pp.321-348
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• 2024

This study examined the relationship between prosocial motivation and acquiescent, defensive, and relational silence behaviors, and identified the mediating effect of emotional job burnout. We also examined whether these relationships differed depending on whether the organization is currently working virtually or not. To this end, we collected 359 samples from Korean employees working in general office jobs below managerial positions using online survey methods. The data were analyzed using SPSS 21.0 and PROCESS Macro, and the results showed that the relationship between prosocial motivation and acquiescent, defensive, and relational silence behaviors was mediated by emotional job burnout, with a partial mediation effect for acquiescent silence and a full mediation effect for defensive and relational silence behaviors. Furthermore, these relationships were found to be the same regardless of whether employees worked virtually or not. Finally, we discuss the implications of our findings, limitations of this study, and suggestions for future research.

• Journal of Convergence for Information Technology
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• v.10 no.12
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• pp.256-265
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• 2020

This study examines the effects of perceived service employee support on customer's negative silence, defensive silence and acquiescent silence, and the effects of such negative silence on relationship retention intention. Through this, we would like to discuss the negative effects of customer's negative silence and suggest strategies to reduce negative silence. This study employed questionnaire survey. The total number of questionnaires used in the final analysis was 220. A structural equation model was used for hypothesis analysis. As a result, the perceived service employee support has a significant negative effect on the defensive silence and acquiescent silence in the failure situation. In addition, acquiescent silence had a significant negative effect on relationship retention intentions and defensive silence had no significant effect on relationship retention intentions. Acquiescent silence had a higher negative effect on relationship maintenance intention than defensive silence, indicating that acquiescent silence was worse than defensive silence.

• Korean Journal of Culture and Social Issue
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• v.19 no.1
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• pp.1-17
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• 2013

The present study aimed to investigate the discrimination between employee voice and silence behavior in measurement: it is silence behavior the absence of voice or not? It was examined using confirmatory factor analysis. Five measurement models based on the suggestion of Pinder & Harlos(2001) and Van Dyne, Ang, & Botero(2003) were compared. Additionally, the hierarchical multiple regression analysis was conducted for examining the incremental validity of silence behaviors over voice. A total of 204 employees who worked with their own supervisor were surveyed. Results indicated that silence behavior could be a separate construct from voice. Findings also showed that silence behaviors could be distinguished by the level of concreteness in definition, difference in content of motivation and have the incremental validity over voice in only acquiescent Silence. From these results, the theoretical implications of findings, limitations, suggestions for future research were discussed in discussion.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.185-198
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• 2021

This study is a study to examine and verify the importance of human resources among the various factors that modern companies need to consider in order to cope with the changing environment. As independent variables, acquiescent and defensive silence were composed of the motives felt by members, and creativity and innovation behavior were set as the outcome variables. Through this research, first, the importance of communication between the members of the organization and the manager is investigated, and it is intended to be managed efficiently. Secondly, we would like to confirm the modulating effect of resilience in the relationship between them, and to find out the importance of psychological recovery of members. In the end, this aims to talk about the importance of psychological management and recovery of members in managing human resources. As a result, acquiescent silence negatively affects creativity and innovation behavior, and defensive silence positively affects creativity and innovation behavior. In addition, in the case of the moderating effect of resilience, there was no significant relationship in both defensive silence, creativity, and innovation behavior, and in the case of acquiescent silence, only innovation behavior was found to be significant. This is the result of the combination of the unique characteristics of resilience and the difference in the disposition of the members who choose resignation silence and defensive silence.