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İşgören sessizliğinin Polonya’daki uluslararası şirketlerde çalışan yabancı çalışanların bakış açısıyla değerlendirilmesi

Year 2021, , 956 - 977, 30.09.2021
https://doi.org/10.48070/erciyesakademi.935843

Abstract

Mevcut araştırmanın amacı örgütsel sessizlik davranışını Polonya’daki uluslararası firmalarda çalışan yabancı çalışanların bakış açısıyla ele almaktır. Bu amaçla birlikte çalışanların sessiz kaldığı konular/durumlar, sessiz kalma nedenleri ve sessiz kalmanın çalışanlar üzerindeki etkilerini yönetici-çalışan iletişimi üzerinden değerlendirmek ve doğu ile batı kültürlerini temsil eden çalışanların yanıtları üzerinden karşılaştırmak da hedeflenmiştir. Maksimum varyasyon örneklemesiyle Varşova'daki uluslararası şirketlerde çalışan ve on farklı ülkeden olan on yabancı çalışan araştırmada yer almıştır. Bu çalışanlarla 2019 yılının Kasım ve Aralık aylarında derinlemesine görüşmeler yapılmış ve elde edilen cevaplar içerik analizine tabi tutulmuştur. Katılımcıların cevaplarında öne çıkan temalar tablolarla özetlenmiş ve ilgili literatür ışığında tartışılmıştır. Yöneticilerin tutumları, davranışları, algıları, kararları, günlük ruh halleri ve bakış açıları gibi etkenler çalışanların en çok sessiz kaldığı durumlara karşılık gelmiştir. Çalışanların sahip olduğu kültür yapıları, kişilikleri ve yöneticilerin olası tepkilerinden korkmaları sessiz kalma davranışının asıl sebepleri arasında yer almışken; sessizlik davranışı çalışanların ruh hali, verimliliği, motivasyonu, davranışları ve benlik saygısı üzerinde bazı olumsuz etkilere neden olmuştur. Temel olarak örgütsel kültür, yönetsel tutumlar, çalışanların kültürü ve kişiliğinin örgütsel sessizlik davranışı için önemli değişkenler olduğu sonucuna varılmıştır. Bu sebeple iyi yapılandırılmış örgütsel yapı ve kültürlerin, yöneticileri olumlu tutum ve davranış geliştirmeye yönelteceği ve dolayısıyla çalışanlar üzerinde olumlu etkiler yaratacağı düşünülmüştür. Ayrıca örgütsel iletişim süreçlerinde yöneticilerin çalışanların kültürleri, dini inanışları, kişilikleri ve hassasiyetlerini göz önünde bulundurmasının, çalışanların örgütsel sessizlik davranışı geliştirmesinde azaltıcı etki göstereceği varsayılmıştır.

References

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  • Akbarian, A., Ansari, M. E., Shaemi, A., & Keshtiaray, N. (2015). Organizational silence: Why and how can overcome?. Saussurea, 3(1), 39-44.
  • Argyris, C., & Schön, D. (1978). Organizational learning: A theory of action perspective. Addison Wesley. https://doi.org/10.1177/017084068000100310
  • Ayduğ, D., Himmetoğlu, B., & Turhan E. (2017). Evaluating the opinions of teachers on organizational silence through a qualitative study. BoluAbant Izzet Baysal University Journal of Faculty of Education, 17(3), 1120-1143. https://doi.org/10.17240/aibuefd.2017.17.31178-338812
  • Baltacı, A. (2018). A conceptual review of sampling methods and sample size problems in qualitative research. Journal of Bitlis Eren University Institute of Social Sciences, 7(1), 231-274.
  • Beer, M., & Eisenstat, R. (2000). The silent killers of strategy implementation and learning. Sloan Management Review, 41, 29-40.
  • Bergeron, D., & Thompson, P. (2020). Speaking up at work: The role of perceived organizational support in explaining the relationship between perceptions of organizational politics and voice behavior. The Journal of Applied Behavioral Science, 56(2), 195-215.
  • Botero, I. C., & Van Dyne, L. (2009). Employee voice behavior: Interactive effects of LMX and power distance in the United States and Colombia. Management Communication Quarterly, 23(1), 84-104.
  • Bowen, F., & Blackmon, K. (2003). Spirals of silence: The dynamic effects of diversity on organizational voice. Journal of Management Studies, 40(6), 1393-1417.
  • Brinsfield, C. (2009). Employee silence: Investigation of dimensionality, development of measures and examination of related factors. (Unpublished master's dissertation). The Ohio State University.
  • Brinsfield, C. T. (2013). Employee silence motives: Investigation of dimensionality and development of measures. Journal of Organizational Behavior, 34(5), 671–697. https://doi.org/10.1002/job.1829
  • Çakıcı, A. (2008). A research on issues, causes and perceptional results of silence at organizations. Journal of Çukurova University Institute of Social Sciences, 17(1),117-134.
  • Çakıcı, A. (2010). Örgütlerde işgören sessizliği: Neden sessiz kalmayı tercih ediyoruz? (Employee silence in organizations: Why we prefer to stay silent?). Detay Yayıncılık.
  • Cavise, H. A. (2019). Strategies for managing employee self-expression in the workplace. (Unpublished doctoral thesis). Walden University Doctor of Business Administration.
  • Çavuş, M. F., Develi, A., & Sarioğlu, G. S. (2015). Mobbing and organizational silence: A research on energy sector employees. Journal of Business and Economics Studies (JBES), 3(1), 10-20.
  • Çetin, C., Karabay, M. E., Özcan, E. D., & Taşkıran, E. (2016). The effect of personality traits on organizational silence: A research on service industry. In L. Altınay & S. Poudel (Eds.), Enhancing customer experience in the service industry: A global perspective (pp.130–152). Cambridge Scholar Publishing.
  • Creswell, J. W., & Clark, V. L. P. (2016). Designing and conducting mixed methods research. Sage.
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  • Doğan S., & Yılmaz M. (2020). The effects of organizational culture on organizational silence in the health institutions. Business & Management Studies: An International Journal (BMIJ), 8(2), 1523-1545. http://dx.doi.org/10.15295/bmij.v8i2.1440
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  • Dyne, L., Ang, S., & Botero, C. (2003). Conceptualizing employee silence and employee voice as multi-dimensional constructs. Journal of Management Studies, 40(6), 1359-1392.
  • Erat, S., Alniacik, U., Ciftcioglu, A., & Akçin, K. (2017). Effect of perceived organizational support on organizational silence and task performance: A study on academicians. Journal of Global Strategic Management, 1, 35-43.
  • Eroğlu, A. H., Adigüzel, O., & Özturk, U. C. (2011). Dilemma of silence vortex and commitment: Relationship between employee silence and organizational commitment. Suleyman Demirel University The Journal of Faculty of Economics and Administrative Sciences, 16(2), 97-124.
  • Hofstede Insights, Country Comparison. (2021, April 29). https://www.hofstede-insights.com/country-comparison/.
  • Hozouri, M., Yaghmaei, M., & Bordbar, H. (2018). Clarifying the impacts of organizational silence on organizational commitment with controlling the effects of organizational rumors. Management Science Letters, 8, 533-542. http://dx.doi.org/10.5267/j.msl.2018.5.002
  • Huang, X., Van de Vliert, E., & Van Der Vegt, G. (2005). Breaking the silence culture: Stimulation of participation and employee opinion withholding cross-nationally. Management and Organization Review, 1(3), 459–482.
  • Jahangir, M., & Abdullah, M. (2017). A review of organizational silence antecedents and its impact on job attitudes. Sarhad Journal of Management Sciences, 3(01), 146-159.
  • Kahveci, G. (2010). The relationship between organizational silence and organizational commitment in primary schools (Unpublished master's dissertation). Firat University Institute of Social Sciences.
  • Kahveci, G., & Demirtaş, Z. (2013). Development study of organizational silence scale for teachers. Electronic Journal of Social Sciences, 12, 167-182.
  • Karaca, H. (2013). An exploratory study on the impact of organizational silence in hierarchical organizations: Turkish national police case. European Scientific Journal, 9(23), 38–50.
  • Karakas, A. (2019). The relationship between perceived supervisor support and the aspects of organizational silence. African Journal of Hospitality, Tourism and Leisure, 8(3), 1-19.
  • Lam, L. W., & Xu, A. J. (2019). Power imbalance and employee silence: The role of abusive leadership, power distance orientation, and perceived organizational politics. Applied Psychology, 68(3), 513- 546.
  • Liang, H., & Yeh, T. (2020). The effects of employee voice on workplace bullying and job satisfaction: The mediating role of leader–member exchange. Management Decision, 58, 569-582. https://doi:10.1108/MD-01-2019-0112
  • Liu, D., Wu, J., & Ma, J. (2009). Organizational silence: A survey on employees working in a telecommunication company. International Conference on Computers and Industrial Engineering, 1647 - 1651. http://dx.doi.org/10.1109/ICCIE.2009.5223551
  • McNabb, D. E. (2015). Research methods for political science: Quantitative and qualitative methods. Routledge.
  • Milliken, F., & Morrison, E. (2003). Shades of silence: Emerging themes and future directions for research on silence in organizations. Journal of Management Studies, 40, 1563-1568. https://doi.org/10.1111/1467-6486.00391.
  • Milliken, F., Morrison, E., & Hewlin, P. (2003). An exploratory study of employee silence: Issues that employees don't communicate upward and why. Journal of Management Studies, 40(6), 1453-1476.
  • Mısırdalı Yangil, F., & Beydilli, E. (2016). The relation between organizational silence and personality characteristics: A study on thermal hotels. International Journal of Business and Management Invention, 5(11), 31-36.
  • Morrison E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. The Academy of Management Review, 25(4), 706-725.
  • Morrison, E. W., & Milliken, F. J. (2000). Sounds of silence. Stern Business, 25, 31-35.
  • Nafei, W. A. (2016). Organizational silence: Its destroying role of organizational citizenship behaviour. International Business Research, 9(5), 57–75.
  • Nemeth, C. J. (1985). Dissent, group process and creativity: The contribution of minority influence. In: Lawler, E. (Ed.) Advances in group processes, 2, (pp. 57-75). JAI Press.
  • Nemeth, C. J., & Nemeth-Brown, B. (2003). Better than individuals? The potential benefits of dissent and diversity for group creativity. In Paulus, P. (Eds), Group creativity: Innovation through collaboration (pp. 63-84). Oxford University Press, Incorporated.
  • Nielsen, R.P. (2003). The politics of ethics: Methods for acting, learning, and sometimes fighting, with others in addressing ethics problems in organizational life. Oxford University Press.
  • Paksirat, V., & Taheri, A. (2018). Organizational silence and occupational burnout with job performance. Journal of System Management, 4(4), 39-50.
  • Panteli, N., & Fineman S. (2005). The sound of silence: The case of virtual team organising. Behaviour and Information Technology, 24(5), 347-352.
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  • Premeaux, S. F. (2001). Breaking the silence: Toward an understanding of speaking up in the workplace. (Unpublished master's dissertation). Louisiana State University Department of Management- Business Administration.
  • Premeaux, S. F., & Bedeian, A. G. (2003). Breaking the silence: The moderating effects of self-monitoring in predicting speaking up in the workplace. Journal of Management Studies, 40(6), 1537-1562.
  • Quinn, R., & Spreitzer, G. (1997). The road to empowerment: Seven questions every leader should answer. Organizational Dynamics, 26(2), 37-50.
  • Sherf, E. N., Sinha, R., Tangirala, S., & Awasty, N. (2018). Centralization of member voice in teams: Its effects on expertise utilization and team performance. Journal of Applied Psychology, 103(8), 813-827. https://doi:10.1037/apl0000305
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The evaluation of employee silence from the perspective of foreign employees working for international companies in Poland

Year 2021, , 956 - 977, 30.09.2021
https://doi.org/10.48070/erciyesakademi.935843

Abstract

The aim of this research is to evaluate organizational silence behavior from the perspective of foreign employees who work at the international companies in Poland. It is also aimed to find out "what issues employees remain silent about, the reasons for remaining silent, and how remaining silent affects employees" by considering the employee-manager relationships and to compare the findings based on the distinction between representations of eastern and western cultures. Ten foreign employees from ten different countries who work at international companies in Warsaw were selected based on maximum variation sampling. Depth interviews were conducted between November and December 2019 with these employees and content analysis method was used to analyze their responses. The themes that stand out from the participants’ responses were summarized through tables and discussed in light of the relevant literature. The situations related to managers’ attitudes, behaviors, perceptions, decisions, daily moods, and mentality are the most common issues for employees to remain silent about. While employees’ culture and personality, and being afraid of managers' reactions are the main reasons for remaining silent, the silence causes some negative effects on employees’ mood, efficiency, motivation, behaviors, and self-esteem. Organizational culture, managerial attitudes, employees’ culture and personality have an effect on organizational silence. Hence, well-structured organizational structures and cultures will direct managers to develop positive behaviors, and eliminate the negative effects of managerial attitudes and behaviors on the employees. Additionally, managers working for international companies with employees from different countries should take into account the cultures, religions and personalities of the employees not to cause silence during organizational communication.

References

  • Acaray A., Gündüz Çekmecelioğlu H., & Akturan A. (2015). The analysis of the relationship between organizational culture and organizational silence. The Journal of Academic Social Science Studies, 32, 39-157. http://dx.doi.org/10.9761/JASSS2645
  • Adl.org, ADL Global 100. (2021, April 27). https://www.adl.org/sites/default/files/documents/assets/pdf/press-center/Global-A-S-Survey-Countries.pdf.
  • Akbarian, A., Ansari, M. E., Shaemi, A., & Keshtiaray, N. (2015). Organizational silence: Why and how can overcome?. Saussurea, 3(1), 39-44.
  • Argyris, C., & Schön, D. (1978). Organizational learning: A theory of action perspective. Addison Wesley. https://doi.org/10.1177/017084068000100310
  • Ayduğ, D., Himmetoğlu, B., & Turhan E. (2017). Evaluating the opinions of teachers on organizational silence through a qualitative study. BoluAbant Izzet Baysal University Journal of Faculty of Education, 17(3), 1120-1143. https://doi.org/10.17240/aibuefd.2017.17.31178-338812
  • Baltacı, A. (2018). A conceptual review of sampling methods and sample size problems in qualitative research. Journal of Bitlis Eren University Institute of Social Sciences, 7(1), 231-274.
  • Beer, M., & Eisenstat, R. (2000). The silent killers of strategy implementation and learning. Sloan Management Review, 41, 29-40.
  • Bergeron, D., & Thompson, P. (2020). Speaking up at work: The role of perceived organizational support in explaining the relationship between perceptions of organizational politics and voice behavior. The Journal of Applied Behavioral Science, 56(2), 195-215.
  • Botero, I. C., & Van Dyne, L. (2009). Employee voice behavior: Interactive effects of LMX and power distance in the United States and Colombia. Management Communication Quarterly, 23(1), 84-104.
  • Bowen, F., & Blackmon, K. (2003). Spirals of silence: The dynamic effects of diversity on organizational voice. Journal of Management Studies, 40(6), 1393-1417.
  • Brinsfield, C. (2009). Employee silence: Investigation of dimensionality, development of measures and examination of related factors. (Unpublished master's dissertation). The Ohio State University.
  • Brinsfield, C. T. (2013). Employee silence motives: Investigation of dimensionality and development of measures. Journal of Organizational Behavior, 34(5), 671–697. https://doi.org/10.1002/job.1829
  • Çakıcı, A. (2008). A research on issues, causes and perceptional results of silence at organizations. Journal of Çukurova University Institute of Social Sciences, 17(1),117-134.
  • Çakıcı, A. (2010). Örgütlerde işgören sessizliği: Neden sessiz kalmayı tercih ediyoruz? (Employee silence in organizations: Why we prefer to stay silent?). Detay Yayıncılık.
  • Cavise, H. A. (2019). Strategies for managing employee self-expression in the workplace. (Unpublished doctoral thesis). Walden University Doctor of Business Administration.
  • Çavuş, M. F., Develi, A., & Sarioğlu, G. S. (2015). Mobbing and organizational silence: A research on energy sector employees. Journal of Business and Economics Studies (JBES), 3(1), 10-20.
  • Çetin, C., Karabay, M. E., Özcan, E. D., & Taşkıran, E. (2016). The effect of personality traits on organizational silence: A research on service industry. In L. Altınay & S. Poudel (Eds.), Enhancing customer experience in the service industry: A global perspective (pp.130–152). Cambridge Scholar Publishing.
  • Creswell, J. W., & Clark, V. L. P. (2016). Designing and conducting mixed methods research. Sage.
  • Deniz, S. (2019). A research on determining the reasons for organizational silence of hospital employees. Balkan and Near Eastern Journal of Social Sciences, 05(03), 96-103.
  • Detert, J., & Edmondson, A. (2005). No exit, no voice: The bind of risky voice opportunities in organizations. Academy of Management Proceedings, 1-6. https://doi.org/10.5465/ambpp.2005.18780787.
  • Dilek, Y., & Taşkiran, E. (2016). A research for the determination of the effects of personality traits on the organizational silence. Bartin University Journal of Faculty of Economics and Administrative Sciences, 7(13), 402-434.
  • Doğan S., & Yılmaz M. (2020). The effects of organizational culture on organizational silence in the health institutions. Business & Management Studies: An International Journal (BMIJ), 8(2), 1523-1545. http://dx.doi.org/10.15295/bmij.v8i2.1440
  • Durak, İ. (2012), Korku kültürü ve örgütsel sessizlik. Ekin Yayınevi.
  • Durak, İ. (2014). Relationships between organizational silence and demographics, institutional factors: A study on academic staffs. Atatürk University Journal of Economics and Administrative Sciences, 28(2), 89-108.
  • Dyne, L., Ang, S., & Botero, C. (2003). Conceptualizing employee silence and employee voice as multi-dimensional constructs. Journal of Management Studies, 40(6), 1359-1392.
  • Erat, S., Alniacik, U., Ciftcioglu, A., & Akçin, K. (2017). Effect of perceived organizational support on organizational silence and task performance: A study on academicians. Journal of Global Strategic Management, 1, 35-43.
  • Eroğlu, A. H., Adigüzel, O., & Özturk, U. C. (2011). Dilemma of silence vortex and commitment: Relationship between employee silence and organizational commitment. Suleyman Demirel University The Journal of Faculty of Economics and Administrative Sciences, 16(2), 97-124.
  • Hofstede Insights, Country Comparison. (2021, April 29). https://www.hofstede-insights.com/country-comparison/.
  • Hozouri, M., Yaghmaei, M., & Bordbar, H. (2018). Clarifying the impacts of organizational silence on organizational commitment with controlling the effects of organizational rumors. Management Science Letters, 8, 533-542. http://dx.doi.org/10.5267/j.msl.2018.5.002
  • Huang, X., Van de Vliert, E., & Van Der Vegt, G. (2005). Breaking the silence culture: Stimulation of participation and employee opinion withholding cross-nationally. Management and Organization Review, 1(3), 459–482.
  • Jahangir, M., & Abdullah, M. (2017). A review of organizational silence antecedents and its impact on job attitudes. Sarhad Journal of Management Sciences, 3(01), 146-159.
  • Kahveci, G. (2010). The relationship between organizational silence and organizational commitment in primary schools (Unpublished master's dissertation). Firat University Institute of Social Sciences.
  • Kahveci, G., & Demirtaş, Z. (2013). Development study of organizational silence scale for teachers. Electronic Journal of Social Sciences, 12, 167-182.
  • Karaca, H. (2013). An exploratory study on the impact of organizational silence in hierarchical organizations: Turkish national police case. European Scientific Journal, 9(23), 38–50.
  • Karakas, A. (2019). The relationship between perceived supervisor support and the aspects of organizational silence. African Journal of Hospitality, Tourism and Leisure, 8(3), 1-19.
  • Lam, L. W., & Xu, A. J. (2019). Power imbalance and employee silence: The role of abusive leadership, power distance orientation, and perceived organizational politics. Applied Psychology, 68(3), 513- 546.
  • Liang, H., & Yeh, T. (2020). The effects of employee voice on workplace bullying and job satisfaction: The mediating role of leader–member exchange. Management Decision, 58, 569-582. https://doi:10.1108/MD-01-2019-0112
  • Liu, D., Wu, J., & Ma, J. (2009). Organizational silence: A survey on employees working in a telecommunication company. International Conference on Computers and Industrial Engineering, 1647 - 1651. http://dx.doi.org/10.1109/ICCIE.2009.5223551
  • McNabb, D. E. (2015). Research methods for political science: Quantitative and qualitative methods. Routledge.
  • Milliken, F., & Morrison, E. (2003). Shades of silence: Emerging themes and future directions for research on silence in organizations. Journal of Management Studies, 40, 1563-1568. https://doi.org/10.1111/1467-6486.00391.
  • Milliken, F., Morrison, E., & Hewlin, P. (2003). An exploratory study of employee silence: Issues that employees don't communicate upward and why. Journal of Management Studies, 40(6), 1453-1476.
  • Mısırdalı Yangil, F., & Beydilli, E. (2016). The relation between organizational silence and personality characteristics: A study on thermal hotels. International Journal of Business and Management Invention, 5(11), 31-36.
  • Morrison E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. The Academy of Management Review, 25(4), 706-725.
  • Morrison, E. W., & Milliken, F. J. (2000). Sounds of silence. Stern Business, 25, 31-35.
  • Nafei, W. A. (2016). Organizational silence: Its destroying role of organizational citizenship behaviour. International Business Research, 9(5), 57–75.
  • Nemeth, C. J. (1985). Dissent, group process and creativity: The contribution of minority influence. In: Lawler, E. (Ed.) Advances in group processes, 2, (pp. 57-75). JAI Press.
  • Nemeth, C. J., & Nemeth-Brown, B. (2003). Better than individuals? The potential benefits of dissent and diversity for group creativity. In Paulus, P. (Eds), Group creativity: Innovation through collaboration (pp. 63-84). Oxford University Press, Incorporated.
  • Nielsen, R.P. (2003). The politics of ethics: Methods for acting, learning, and sometimes fighting, with others in addressing ethics problems in organizational life. Oxford University Press.
  • Paksirat, V., & Taheri, A. (2018). Organizational silence and occupational burnout with job performance. Journal of System Management, 4(4), 39-50.
  • Panteli, N., & Fineman S. (2005). The sound of silence: The case of virtual team organising. Behaviour and Information Technology, 24(5), 347-352.
  • Pew Research Center, Eastern and Western Europeans Differ on Importance of Religion, Views of Minorities, and Key Social Issues. (2018, October 29). https://www.pewforum.org/2018/10/29/eastern- and-western-europeans-differ-on-importance-of-religion-views-of-minorities-and-key-social-issues/.
  • Pinder, C., & Harlos, K. (2001). Employee silence: Quiescence and acquiescence as response to perceived injustice. Research in Personnel and Human Resource Management, 59, 331-369.
  • Podsakoff, P. M., Mackenzie, S. B., Paine, J. B., & Bachrach, D. (2000). Organizational citizenship behaviours: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.
  • Premeaux, S. F. (2001). Breaking the silence: Toward an understanding of speaking up in the workplace. (Unpublished master's dissertation). Louisiana State University Department of Management- Business Administration.
  • Premeaux, S. F., & Bedeian, A. G. (2003). Breaking the silence: The moderating effects of self-monitoring in predicting speaking up in the workplace. Journal of Management Studies, 40(6), 1537-1562.
  • Quinn, R., & Spreitzer, G. (1997). The road to empowerment: Seven questions every leader should answer. Organizational Dynamics, 26(2), 37-50.
  • Sherf, E. N., Sinha, R., Tangirala, S., & Awasty, N. (2018). Centralization of member voice in teams: Its effects on expertise utilization and team performance. Journal of Applied Psychology, 103(8), 813-827. https://doi:10.1037/apl0000305
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There are 64 citations in total.

Details

Primary Language English
Subjects Business Administration
Journal Section Articles
Authors

Murat Aydınay 0000-0002-5057-8084

Publication Date September 30, 2021
Submission Date May 11, 2021
Published in Issue Year 2021

Cite

APA Aydınay, M. (2021). The evaluation of employee silence from the perspective of foreign employees working for international companies in Poland. Erciyes Akademi, 35(3), 956-977. https://doi.org/10.48070/erciyesakademi.935843

ERCİYES AKADEMİ | 2021 | erciyesakademi@erciyes.edu.tr Bu eser Creative Commons Atıf-Gayri Ticari-Türetilemez 4.0 Uluslararası Lisansı ile lisanslanmıştır.