共查询到19条相似文献,搜索用时 140 毫秒
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透析组织中的员工沉默行为 总被引:2,自引:0,他引:2
从企业管理的角度提出了员工沉默的四分法,即:个体沉默、群体沉默、同行沉默和上行沉默四种形式,并分析了员工沉默的产生原因,以及员工沉默对组织和员工个体带来的消极影响。在此基础上,提出了改善员工沉默的人力资源管理和开发策略。 相似文献
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基于减少员工组织沉默行为的招聘策略 总被引:1,自引:0,他引:1
本文介绍了组织沉默研究的意义及组织沉默的含义和结构,分析了组织、领导、同事、员工对组织沉默的影响,讨论了组织沉默和招聘的关系,并提出了旨在减少员工组织沉默行为的招聘流程和方法。 相似文献
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基层员工沉默行为是指员工面对所在企业存在的潜在问题时,基于自己的经验或知识,有自己的建议和想法,但出于保护自身或他人的利益而没有表达自己观点或想法的行为。基层员工的沉默行为严重影响了企业正确做出决策或执行力的有效性,并对基层员工组织忠诚度和心理健康产生消极影响。减少基层员工沉默行为对于提高企业绩效和改善员工工作态度都有重要意义。 相似文献
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职场排斥作为职场冷暴力的主要表现形式之一,会对员工的心理、态度及行为产生重要影响。以资源保存理论为基础,通过对274名员工的问卷调查,实证分析职场排斥对员工沉默的影响及作用机制,以及工作投入的中介效应和心理弹性的调节效应。结果表明:职场排斥对员工沉默的负向影响显著,工作投入对员工沉默的影响显著,工作投入在职场排斥与员工沉默两者的关系中起到部分中介作用,心理弹性在职场排斥和工作投入之间的负向调节效应显著。并且,心理弹性对工作投入在职场排斥与员工沉默行为之间的中介效应也起到负向调节作用。本研究对企业降低职场排斥的影响、打破员工沉默具有一定的理论和实践意义。 相似文献
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《Human Resource Management Review》2020,30(1):100674
There is a growing interest in conceptualising employee voice across various theoretical disciplines - including Human Resource Management (HRM), Organizational Behaviour (OB), Industrial Relations (IR) and Labour Process (LP) – which approach the phenomena from diverse ontological anchor points. However, few consider the antithesis of voice, employee silence. This paper aims to advance a conceptual framework of voice and silence based on the inter-disciplinary integration of OB, IR and LP perspectives. Such an integrated approach may offer scholars, policy advocates and HR audiences a more reflective understanding of the social and psychological antecedents of employee voice and silence. The framework advances a critical pluralist view of employee silence by drawing on the concept of ‘structured antagonism’, which has been neglected in HRM and OB studies. A suggested future research agenda is outlined to help better integrate diverse approaches on employee voice and silence. 相似文献
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组织政治氛围是员工离职倾向的重要前因变量,但现有文献还未对这种关系及作用机制进行系统研究。基于资源保存理论,引入员工沉默作为中介变量,以政治技能作为调节变量,构建被调节的中介模型,探讨组织政治氛围对员工离职倾向的影响机制。通过线性回归、Bootstrap等方法对328份样本进行实证分析,结果表明:组织政治氛围正向影响员工离职倾向,员工沉默在该过程中起部分中介作用;政治技能负向调节组织政治氛围与员工沉默之间的关系,政治技能负向调节了员工沉默在组织政治氛围与离职倾向之间的中介效应。 相似文献
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Rea Prouska Alexandros Psychogios 《International Journal of Human Resource Management》2018,29(5):885-914
AbstractAlthough research has emphasized the organizational and individual factors that influence employee voice and silence at work, it is less known how employee voice/silence is affected by the economic context, particularly when this context is one of intensive and long-term economic crisis in a country with weak institutional bases. In this study, we explore how employee silence is formulated in long-term turbulent economic environments and in more vulnerable organizational settings like those of small enterprises. The study draws on qualitative data gathered from 63 interviews with employees in a total of 48 small enterprises in Greece in two periods of time (2009 and 2015). This study suggests a new type of employee silence, social empathy silence, and offers a conceptual framework for understanding the development of silence over time in particular contexts of long-term turbulence and crisis. 相似文献
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当员工有能力改进当前企业绩效时,却对企业中存在的潜在问题保留了相关观点,这种现象被称为员工沉默。虽然员工沉默有助于减少管理信息泛滥,使得组织关系更为融洽。但同时其给企业和个人带来了很多负面影响,应引起广泛关注。 相似文献
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Does the Presence of Voice Imply the Absence of Silence? The Necessity to Consider Employees’ Affective Attachment and Job Engagement 下载免费PDF全文
Employer‐sponsored voice practices (ESVPs) are a tool used by human resource management to increase voice behavior and fulfill legal requirements for employee participation and consultation. Conceptual papers question the usefulness of ESVPs, arguing that they may promote selective expression at work in the way that employees who use ESVPs suggest work‐related process improvements (i.e., promotive voice) but still remain silent about issues that disturb smooth cooperation (i.e., cooperative silence). Prior research that treated voice and silence as being mutually exclusive cannot clarify how using ESVPs relates to voice and silence and under which conditions these links are particularly strong. Drawing from an employee survey in a UK branch of a multinational technology company, we apply a differentiated approach that treats voice and silence as separate behaviors and considers their specific motivators. Results from structural equation modeling show that even though employees use ESVPs and engage in voice, silence may still linger as a potential threat to performance and well‐being. Moreover, moderator analyses revealed that affective attachment to the organization increased and job engagement decreased the occurrence of this potentially dangerous coincidence. Our findings provide evidence for the usefulness of more differentiated approaches to employee voice and silence and indicate that factors that facilitate voice, be they formal procedures or pro‐organizational attitudes, might not suffice to overcome silence at work. We close with a discussion on ways to facilitate voice while reducing silence at the same time. © 2015 Wiley Periodicals, Inc. 相似文献
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Ciarán McFadden Marian Crowley-Henry 《International Journal of Human Resource Management》2018,29(5):1056-1081
AbstractThis paper explores the separation and isolation from the mainstream workforce that lesbian, gay, and bisexual employees can experience due to their sexual orientation, and how this can affect their voice and silence in the workplace. In response to perceived threats and actual experience of stigma in the workplace, we highlight the need for Lesbian, Gay, Bisexual, and Transgender (LGBT) voice in organizations, while unpacking the complexities and concerns for LGBT employees in publicly voicing their sexual orientation at work. We explore how LGBT employee networks help mitigate LGBT isolation at work, and can directly and indirectly provide them with voice in the organization. Semi-structured interviews were conducted with LGBT employees across organizations in Ireland. The findings confirm that LGBT employees can experience isolation at work, affecting their voice, and that workplace networks may moderate this loneliness and stigma. However, the findings question the value of LGBT employee networks in providing voice for all sexual minority employees. Our research considers the individual-level responses of LGBT employees to participation in, and the value of, employee networks, and the perceived role of these networks in giving them visibility and voice. 相似文献
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Bruno Felix Alciares Mello Diana von Borell 《International Journal of Human Resource Management》2018,29(5):805-828
AbstractThis study aimed to understand how the individual actions of gay employees influence the development of a climate of voice/silence in the workplace. We conducted a qualitative study using semi-structured interviews with male and female homosexuals. The results reveal two types of boundary tactics (micro-level and structural) that our research participants used to promote their ideal level of separation or integration of their personal and professional identities. Our grounded theory demonstrates that whereas structural boundary tactics promote respect and a climate of voice, micro-level boundary tactics soften conflicts in the short term but solidify a climate of silence from a long-term perspective. We also propose that the insufficiency of institutional mechanisms to support gay people’s right to have a voice at work reduce the likelihood that these workers will risk confronting those who attempt to silence them. The originality of this study is based on the fact that it focuses on actions that gay employees can perform to co-construct a climate of voice that positions them as active social actors and not merely passive recipients of organisational and institutional conditions. 相似文献
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Yvonne McNulty Ruth McPhail Cristina Inversi Tony Dundon Eva Nechanska 《International Journal of Human Resource Management》2018,29(5):829-856
AbstractRecent literature on lesbian, gay, bisexual and transgender (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 decision-making roles about LGBT expatriation, and a consideration of ‘silence’ in voice literatures. 相似文献
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Paula K. Mowbray 《International Journal of Human Resource Management》2018,29(5):941-969
AbstractWithin the extensive body of employee voice literature, the voice of the ordinary shopfloor employee has resonated loudly. The important role that line managers play in encouraging or inhibiting that voice has also been well documented. However, within the voice literature there has been silence with respect to line managers themselves being considered as voicers. In this paper, these missing managerial voices are amplified through the presentation of a case study of front and middle line manager voice within a university setting. Within this hierarchical organisation subject to increased managerialism, semi-structured interviews with 26 participants were conducted and it was found that line managers’ voice was thwarted due to relational and structural blockages in their formal voice channels. In some cases, this led to suppressed voice and a sense that line managers had no one to voice to. However, some managers were able to be creative and their actions led to productive resistance. While for others, these blockages motivated line managers to use covert ‘underground channels’ where their voice was raised informally and their interests could be advanced. The paper extends our knowledge by considering the line manager as a voicer, and not merely a manager of voice. 相似文献