Silence of the employee’s in an organization and intention of their turnover – the role of the employee’s gender

• Autorzy: Kunasz Marek

Identyfikatory

DOI

10.29119/1641-3466.2024.201.13

• Języki publikacji: EN

Abstrakty

EN

Purpose: The aim of this study is to analyse silence in an organization and turnover intention taking into consideration the different motives of keeping silent in an organization and the role of the employee’s gender. Design/methodology/approach: The empirical material was obtained through a survey by means of a questionnaire. The survey was conducted in 2021 in the West Pomeranian province, Poland. 426 questionnaires were analysed. Findings: This research confirmed in the conditions of the Polish research sample that including voice mechanisms is an essential factor that contributes to a weaker wish to leave an organization. In the context of the analysed relation, the literature points to the significant role of defensive silence and pro-social silence. In this context, this research highlights the importance of acquiescent silence (in both gender groups) and the relative force of a relation between the analysed variables among women for defensive silence and opportunistic silence. Research limitations/implications: The analysis is based on respondents’ subjective declarations. Practical implications: In order to limit staff turnover, we need to take all possible steps to build voice mechanisms into the organization’s management system. One needs to adjust the spectrum of activities to the employee’s gender, with a particular focus in the women’s group on actions to counteract defensive and opportunistic silence. Originality/value: The research in world literature does not usually take into account, however, the specific motives that determine silence in an organization and gender differences in the scope discussed. Additionally, such research has not been carried out on a Polish sample, thus it is a pioneering investigation in national literature.

Słowa kluczowe

EN

organisational silence; turnover intention

PL

cisza organizacyjna; zamiar rotacji

• Wydawca: Wydawnictwo Politechniki Śląskiej
• Czasopismo: Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
• Rocznik: 2024
• Tom: z. 201
• Strony: 169--180
• Opis fizyczny: Bibliogr. 17 poz.

Twórcy

autor

Kunasz Marek

• University of Szczecin

• https://orcid.org/0000-0002-1577-0425

Bibliografia

• 1. Abou-Shouk, M., Elbaz, A.M., Maher, A. (2021). Breaking the silence of travel agency employees: The moderating role of gender. Tourism and Hospitality Research, Vol. 21, No. 4, pp. 487-500.
• 2. Altuntaę, S., ęaylak, E. (2017). Organizational Silence Among Nurses: The Impact on Organizational Cynicism and Intention to Leave Work. The Journal of Nursing Research, Vol. 25, No. 2, pp. 90-98.
• 3. Chung-Hee, W., Min-Jeong, L. (2018). The Effect of Hospital Organizational Culture, Organizational Silence and Job Embeddedness on Turnover Intention of General Hospital Nurses. Journal of Digital Convergence, Vol. 16, No. 3, pp. 385-394.
• 4. Erdem, A.T., Tutar, H. (2021). Examining the mediating role of organizational loneliness in the effect of organizational silence on the intention to quit. Upravlenets, Vol. 12, No. 2, pp. 102-118.
• 5. Gunsay, M.M., Sarrafoglu, G.B. (2020). The effects of organizational justice and organizational silence on job satisfaction and employees' intention to leave. Journal of Knowledge Economy & Knowledge Management, Vol. 15, No. 2, pp. 85-97.
• 6. Hirschman, A.O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states. Cambridge: Harvard University Press.
• 7. Jiang, Y., Yao, Y. (2020). Industrial relations climate and employee intention to quit: The roles of voice and silence. Social Behavior and Personality, Vol. 48, No. 8, pp. 1-13.
• 8. Kashif, M., Petrovskaya, I., Samad, S., Wijenayake, S. (2021). Leaving in Mascot of Silence: Organizational Determinants of Employee Turnover Intentions in Mediating and Moderating Roles of Quiescent Silence and Coworker Support in a Russian Context. Central European Management Journal, Vol. 29, No. 2, pp. 121-146.
• 9. Kish-Gephart, J.J., Detert, J.R., Trevino, L.K., Edmondson, A.C. (2009). Silenced by fear: The nature, sources, and consequences of fear at work. Research in Organizational Behavior, Vol. 29, pp. 163-193.
• 10. Knoll, M., van Dick, R. (2013). Do I Hear the Whistle...? A First Attempt to Measure Four Forms of Employee Silence and Their Correlates. Journal of Business Ethics, Vol. 113, No. 2, pp. 349-362.
• 11. Milliken, F.J., Lam, N. (2009). Making the decision to speak up or not: Implications for organizational learning. In: J. Greenberg, M.S. Edwards (Eds.), Voice and silence in organizations (pp. 225-244). Bingley: Emerald Group.
• 12. Morrison, E.W., Milliken, F.J. (2000). Organizational silence: a barrier to change and development in a pluralistic world. Academy of Management Review, Vol. 25, No. 4, pp. 706-725.
• 13. Perlow, L., Repenning, N. (2009). The dynamics of silencing conflict. Research in Organizational Behavior, Vol. 29, pp. 195-223.
• 14. Uslu, S., Aktas, H. (2017). The mediating roles of job security satisfaction and job security index in the interaction between organizational silence and intentions to quit: A research on a private hospital staff. Eskisehir Osmangazi Universitesi Iktisadi ve Idari Bilimler Fakultesi Dergisi, Vol. 12, No. 1, pp. 7-30.
• 15. Van Dyne, L., Ang, S., Botero, I.C. (2003). Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs. Journal of Management Studies, Vol. 40, No. 6, pp. 1359-1392.
• 16. Wong, C.A., Laschinger, H.K.S. (2015). The Influence of Frontline Manager Job Strain on Burnout, Commitment and Turnover Intention: A Cross-Sectional Study. International Journal of Nursing Studies, Vol. 52, No. 12, pp. 1824-1833.
• 17. Zwiech, P. (2021). Perception of Justice in Performance Appraisal: Empirical Findings from Enterprises from the West Pomeranian Voivodship in Poland. Procedia Computer Science, Vol. 192, pp. 4649-4657.

Uwagi

Opracowanie rekordu ze środków MNiSW, umowa nr POPUL/SP/0154/2024/02 w ramach programu "Społeczna odpowiedzialność nauki II" - moduł: Popularyzacja nauki (2025).