침묵이 금일 때: 친사회적 침묵행동이 자기효능감 및 리더-구성원 교환관계에 미치는 영향 연구
Copyright 2011 THE KOREAN ACADEMIC SOCIETY OF BUSINESS ADMINISTRATION
This is an open access article distributed under the terms of the Creative Commons Attribution License 4.0, which permits unrestricted, distribution, and reproduction in any medium, provided the original work is properly cited.
Abstract
Employee silence is an important element of social interaction that has a proactive nature with an intent and purpose. Nevertheless, the prevailing view was that silence is a problematic behavior which undermines the performance of organization and its members. Whereas previous research tends to emphasize the negative effects, this study explores the positive aspects of employee silence. Focusing on prosocial silence which is aimed at protecting or benefiting peers, supervisors, or organizations by withholding information, the first purpose of this study is to investigate its effects on generalized self-efficacy and the quality of LMX. Further, this study suggests the agreeableness and honesty-humility as personality moderators intervening in these relationships and seeks to explain who can bring out stronger positive effect through prosocial silence. From the data analysis of 246 members in 27 organizations, results showed that prosocial silence had a positive effect on the quality of LMX. However, its effect on generalized self-efficacy was not significant. In addition, the hypotheses on the moderating effects of agreeableness between prosocial silence and two dependent variables were supported. Unlike the expectation, the moderating effect of honesty-humility was significant only for LMX, in the opposite direction.
Keywords:
Prosocial Silence, Generalized Self-Efficacy, LMX, Agreeableness, Honesty-HumilityAcknowledgments
This work was supported by the Ministry of Education of the Republic of Korea and the National Research Foundation of Korea(NRF-2019S1A5B5A07111888).
References
- Aiken, L. S. and S. G. West(1991), Multiple Regression: Testing Interpreting Interactions, Thousand Oaks, California, SAGE.
- An, F. and T. Bramble(2018), “Silence as a Survival Strategy: Will the Silent Be Worse off? A Study of Chinese Migrant Workers in Guangdong,” The International Journal of Human Resource Management, 29(5), pp. 915-940. [https://doi.org/10.1080/09585192.2017.1328609]
- Argyris, C. and D. Schön(1978), A Theory of Action Perspective, Massachusetts, Addison-Wesley Publishing Company.
- Ashforth, B. E. and V. Anand(2003), “The Normalization of Corruption in Organizations,” Research in Organizational Behavior, 25, pp.1-52. [https://doi.org/10.1016/S0191-3085(03)25001-2]
- Ashforth, B. E. and F. Mael(1989), “Social Identity Theory and the Organization,” Academy of Management Review, 14(1), pp.20-39. [https://doi.org/10.5465/amr.1989.4278999]
- Ashton, M. C. and K. Lee(2002), “Six Independent Factors of Personality Variation: A Response to Saucier,” European Journal of Personality, 16(1), pp.63-75. [https://doi.org/10.1002/per.433]
- Ashton, M. C. and K. Lee(2005), “Honesty-Humility, the Big Five, and the Five-Factor Model,” Journal of Personality, 73(5), pp.1321-1354. [https://doi.org/10.1111/j.1467-6494.2005.00351.x]
- Ashton, M. C. and K. Lee(2007), “Empirical, Theoretical, and Practical Advantages of the HEXACO Model of Personality Structure,” Personality and Social Psychology Review, 11(2), pp.150-166. [https://doi.org/10.1177/1088868306294907]
- Ashton, M. C. and K. Lee(2008), “The Prediction of Honesty-Humility-Related Criteria by the HEXACO and Five-Factor Models of Personality,” Journal of Research in Personality, 42(5), pp.1216-1228. [https://doi.org/10.1016/j.jrp.2008.03.006]
- Ashton, M. C. and K. Lee(2009a), “An Investigation of Personality Types within the HEXACO Personality Framework,” Journal of Individual Differences, 30(4), pp.181-187. [https://doi.org/10.1027/1614-0001.30.4.181]
- Ashton, M. C. and K. Lee(2009b), “The HEXACO-60: A Short Measure of the Major Dimensions of Personality,” Journal of Personality Assessment, 91(4), pp.340-345. [https://doi.org/10.1080/00223890902935878]
- Ashton, M. C., K. Lee, M. Perugini, P. Szarota, R. E. De Vries, L. Di Blas, K. Boies, and B. De Raad(2004), “A Six-Factor Structure of Personality Descriptive Adjectives: Solutions from Psycholexical Studies in Seven Languages,” Journal of Personality and Social Psychology, 86(2), pp.356-366. [https://doi.org/10.1037/0022-3514.86.2.356]
- Ashton, M. C., K. Lee, and C. Son(2000), “Honesty as the Sixth Factor of Personality: Correlations with Machiavellianism, Primary Psychopathy, and Social Adroitness,” European Journal of Personality, 14(4), pp.359-368. [https://doi.org/10.1002/1099-0984(200007/08)14:4<359::AID-PER382>3.0.CO;2-Y]
- Avery, D. R.(2003), “Personality as a Predictor of the Value of Voice,” The Journal of Psychology, 137(5), pp.435-446. [https://doi.org/10.1080/00223980309600626]
- Avolio, B. J., B. M. Bass, and D. I. Jung(1999), “Re-examining the Components of Transformational and Transactional Leadership Using the Multifactor Leadership Questionnaire,” Journal of Occupational and Organizational Psychology, 72(4), pp.441-462. [https://doi.org/10.1348/096317999166789]
- Baddeley, A. D. and J. Andrade(2000), “Working Memory and the Vividness of Imagery,” Journal of Experimental Psychology: General, 129(1), pp.126-145. [https://doi.org/10.1037/0096-3445.129.1.126]
- Bandura, A.(1986), Social Foundations of Thought and Action, Englewood Cliffs, New Jersey, Prentice Hall.
- Bandura, A.(1999), “A Social Cognitive Theory of Personality,” In L. A. Pervin & O. P. John (Eds.), Handbook of Personality: Theory and Research(2nd ed.), New York, Guilford Press, pp.154-196.
- Bateman, T. S. and D. W. Organ(1983), “Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee “Citizenship”,” Academy of Management Journal, 26(4), pp.587-595. [https://doi.org/10.5465/255908]
- Beer, M. and R. A. Eisenstat(2000), “The Silent Killers of Strategy Implementation and Learning,” IEEE Engineering Management Review, 28(4), pp.35-45.
- Blau, P. M.(1964), “Justice in Social Exchange,” Sociological Inquiry, 34(2), pp.193-206. [https://doi.org/10.1111/j.1475-682X.1964.tb00583.x]
- Bormann, K. C. and J. Rowold(2016), “Ethical Leadership’s Potential and Boundaries in Organizational Change: A Moderated Mediation Model of Employee Silence,” German Journal of Human Resource Management, 30(3-4), pp.225-245. [https://doi.org/10.1177/2397002216649855]
- Bourdage, J. S., K. Lee, J-H. Lee, and K-H. Shin (2012), “Motives for Organizational Citizenship Behavior: Personality Correlates and Coworker Ratings of OCB,” Human Performance, 25(3), pp.179-200. [https://doi.org/10.1080/08959285.2012.683904]
- Brinsfield, C. T.(2013), “Employee Silence Motives: Investigation of Dimensionality and Development of Measures,” Journal of Organizational Behavior, 34(5), pp.671-697. [https://doi.org/10.1002/job.1829]
- Brower, H. H., S. W. Lester, M. A. Korsgaard, and B. R. Dineen(2009), “A Closer Look at Trust Between Managers and Subordinates: Understanding the Effects of Both Trusting and Being Trusted on Subordinate Outcomes,” Journal of Management, 35(2), pp.327-347. [https://doi.org/10.1177/0149206307312511]
- Brower, H. H., F. D. Schoorman, and H. H. Tan (2000), “A Model of Relational Leadership: The Integration of Trust and Leader-Member Exchange,” Leadership Quarterly, 11(2), pp.227-250. [https://doi.org/10.1016/S1048-9843(00)00040-0]
- Brown, P. and S. C. Levinson(1987), Politeness: Some Universal in Language Use. Cambridge, England, Cambridge University Press.
- Campbell, D. J.(2000), “The Proactive Employee: Managing Workplace Initiative,” Academy of Management Perspectives, 14(3), pp.52-66. [https://doi.org/10.5465/ame.2000.4468066]
- Chaudhuri, A., C. Micu, and M. Bose(2014), “Vividness Effects on Value and Risk for Radical Innovations,” Marketing Management Journal, 24(1), pp.30-47.
- Chen, G., S. M. Gully, and D. Eden(2001), “Validation of A New General Self-Efficacy Scale,” Organizational Research Methods, 4(1), pp.62-83. [https://doi.org/10.1177/109442810141004]
- Chen, G., S. M. Gully, J. A. Whiteman, and B. N. Kilcullen(2000), “Examination of Relationships Among Trait-like Individual Differences, State-like Individual Differences, and Learning Performance,” Journal of Applied Psychology, 85(6), pp.835-847. [https://doi.org/10.1037/0021-9010.85.6.835]
- Cheng, J., K. Lu, Y. Chang, and S. Johnstone(2013), “Voice Behavior and Work Engagement: The Moderating Role of Supervisor-Attributed Motives,” Asia Pacific Journal of Human Resources, 51(1), pp.81-102. [https://doi.org/10.1111/j.1744-7941.2012.00030.x]
- Chenji, K. and R. Sode(2019), “Workplace Ostracism and Employee Creativity: Role of Defensive Silence and Psychological Empowerment,” Industrial and Commercial Training, 51(6), pp.360-370. [https://doi.org/10.1108/ICT-05-2019-0049]
- Chung, H. S.(2013), “Discrimination Between Silence and Voice Behavior in Measurement and the Incremental Validity,” The Korean Journal of Culture and Social Issues, 19(1), pp.1-17.
- Conmy, B., G. Tenenbaun, R. Eklund, A. Roehrig, and E. Filho(2013), “Trash Talk in a Competitive Setting: Impact on Self-Efficacy and Affect,” Journal of Applied Social Psychology, 43(5), pp.1002-1014. [https://doi.org/10.1111/jasp.12064]
- Costrich, N., J. Feinstein, L. Kidder, J. Marecek, and L. Pascale(1975), “When Stereotypes Hurt: Three Studies of Penalties for Sex-Role Reversals,” Journal of Experimental Social Psychology, 11(6), pp.520-530. [https://doi.org/10.1016/0022-1031(75)90003-7]
- Dahling, J. J., B. G. Whitaker, and P. E. Levy (2009), “The Development and Validation of a New Machiavellianism Scale,” Journal of Management, 35(2), pp.219-257. [https://doi.org/10.1177/0149206308318618]
- Dedahanov, A. T. and J. Rhee(2015), “Examining the Relationships Among Trust, Silence and Organizational Commitment,” Management Decision. 53(8), pp.1843-1857. [https://doi.org/10.1108/MD-02-2015-0041]
- Deluga, R. J. and J. T. Perry(1991), “The Relationship of Subordinate Upward Influencing Behaviour, Satisfaction and Perceived Superior Effectiveness with Leader-Member Exchanges,” Journal of Occupational Psychology, 64(3), pp.239-252. [https://doi.org/10.1111/j.2044-8325.1991.tb00557.x]
- Deniz, N., A. Noyan, and O. Ertosun(2013), “The Relationship Between Employee Silence and Organizational Commitment in a Private Healthcare Company,” Procedia -Social and Behavioral Sciences, 99, pp.691-700. [https://doi.org/10.1016/j.sbspro.2013.10.540]
- Detert, J. R. and E. R. Burris(2007), “Leadership Behavior and Employee Voice: Is the Door Really Open?,” Academy of Management Journal, 50(4), pp.869-884. [https://doi.org/10.5465/amj.2007.26279183]
- Detert, J. R. and L. K. Treviño(2010), “Speaking Up to Higher-Ups: How Supervisors and Skip-Level Leaders Influence Employee Voice,” Organization Science, 21(1), pp.249-270. [https://doi.org/10.1287/orsc.1080.0405]
- De Vries, R. E.(2013), “The 24-Item Brief HEXACO Inventory (BHI),” Journal of Research in Personality, 47(6), pp.871-880. [https://doi.org/10.1016/j.jrp.2013.09.003]
- Dienesch, R. M. and R. C. Liden(1986), “Leader-Member Exchange Model of Leadership: A Critique and Further Development,” Academy of Management Review, 11(3), pp.618-634. [https://doi.org/10.5465/amr.1986.4306242]
- Dulebohn, J. H., W. H. Bommer, R. C. Liden, R. L. Brouer, and G. R. Ferris(2012), “A Metaanalysis of Antecedents and Consequences of Leader-Member Exchange: Integrating the Past with an Eye Toward the Future,” Journal of Management, 38(6), pp.1715-1759. [https://doi.org/10.1177/0149206311415280]
- Eastman, K. K.(1994), “In the Eyes of the Beholder: An Attributional Approach to Ingratiation and Organizational Citizenship Behavior,” Academy of Management Journal, 37(5), pp.1379-1391. [https://doi.org/10.5465/256678]
- Ebstrup, J. F., L. F. Eplov, C. Pisinger, and T. Jorgensen(2011), “Association between the Five Factor Personality Traits and Perceived Stress: Is the Effect Mediated by General Self-Efficacy?,” Anxiety, Stress and Coping: An International Journal, 24(4), pp.407-419. [https://doi.org/10.1080/10615806.2010.540012]
- Eissa, G. and S. W. Lester(2018), “When Good Deeds Hurt: The Potential Costs of Interpersonal Helping and the Moderating Roles of Impression Management and Prosocial Values Motives,” Journal of Leadership and Organizational Studies, 25(3), pp.339-352. [https://doi.org/10.1177/1548051817753343]
- Erdogan, B. and R. C. Liden(2002), “Social Exchanges in the Workplace: A Review of Recent Development and Future Research Directions in Leader-Member Exchange Theory,” In L. L. Neider and C. A. Schriesheim(Eds.), Leadership, Greenwich, Conneticut, Information Age Publishing, pp.65-114.
- Festinger, L.(1957), A Theory of Cognitive Dissonance, Stanford, Stanford University Press.
- Fiske, S. T. and S. E. Taylor(1991), Social Cognition (2nd ed.), New York, McGraw-Hill.
- Frazier, M. L. and W. Bowler(2009), “Voice Climate in Organization: A Group-Level Examination,” Paper Presented at the Annual Meeting of the Academy of Management, Chicago, IL.
- Frese, M.(1989), “Theoretical Models of Control and Health,” In S. L. Sauter, J. J. Hurrell, and C. L. Cooper (Eds.), Job Control and Worker Health, London, Wiley, pp.107-128.
- Frey, K. P. and A. H. Eagly(1993), “Vividness Can Undermine the Persuasiveness of Messages,” Journal of Personality and Social Psychology, 65(1), pp.32-44. [https://doi.org/10.1037/0022-3514.65.1.32]
- Gist, M. E. and T. R. Mitchell(1992), “Self-Efficacy: A Theoretical Analysis of Its Determinants and Malleability,” Academy of Management Review, 17(2), pp.183-211. [https://doi.org/10.5465/amr.1992.4279530]
- Glomb, T. M., D. P. Bhave, A. G. Miner, and M. Wall(2011), “Doing Good, Feeling Good: Examining the Role of Organizational Citizenship Behaviors in Changing Mood,” Personnel Psychology, 64(1), pp.191-223. [https://doi.org/10.1111/j.1744-6570.2010.01206.x]
- Gómez, C. and B. Rosen(2001), “The Leader–Member Exchange as a Link between Managerial Trust and Employee Empowerment,” Group and Organization Management, 26 (1), pp.53-69. [https://doi.org/10.1177/1059601101261004]
- Graen, G. B. and T. A. Scandura(1987), “Toward a Psychology of Dyadic Organizing,” Research in Organizational Behavior, 9, pp.175-208.
- Grant, A. M.(2013), Give and Take: Why Helping Others Drives Our Success, New York, Viking.
- Grant, A. M. and D. M. Mayer(2009), “Good Soldiers and Good Actors: Prosocial and Impression Management Motives as Interactive Predictors of Affiliative Citizenship Behaviors,” Journal of Applied Psychology, 94(4), pp.900-912. [https://doi.org/10.1037/a0013770]
- Graziano, W. G., L. A. Jensen-Campbell, and E. C. Hair(1996), “Perceiving Interpersonal Conflict and Reacting to It: The Case for Agreeableness,” Journal of Personality and Social Psychology, 70(4), pp.820-835. [https://doi.org/10.1037/0022-3514.70.4.820]
- Guenter, H., B. Schreurs, I. H. van Emmerik, and S. Sun(2017), “What Does It Take to Break the Silence in Teams: Authentic Leadership and/or Proactive Followership?,” Applied Psychology: An International Review. Jan, 66(1), pp.49-77. [https://doi.org/10.1111/apps.12076]
- Hofstede, G.(2001), Culture’s Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations, Thousand Oaks, California, SAGE.
- Hollander, E. P.(1958), “Conformity, Status, and Idiosyncrasy Credit,” Psychological Review, 65(2), pp.117-127. [https://doi.org/10.1037/h0042501]
- Hollander, E. P.(2006), “Influence Processes in Leadership-Followership: Inclusion and the Idiosyncrasy Credit Model,” In D. A. Hantula (Ed.) Advances in Social and Organizational Psychology: A Tribute to Ralph Rosnow, Mahwah New Jersey, Lawrence Erlbaum Assoicates, Inc., pp.293-315.
- Huang, X., E. Xu, L. Huang, and W. Liu(2018), “Nonlinear Consequences of Promotive and Prohibitive Voice for Managers’ Responses: The Roles of Voice Frequency and LMX,” Journal of Applied Psychology, 103(10), pp. 1101-1120. [https://doi.org/10.1037/apl0000326]
- Huh, N. S. , H. J. Ko, D. Y. Chung, and J. W. Kim. “ “I Keep Silent” for Fear of Falling Behind in the Competitive Pecking Order Society,” The Kyunghyang Shinmun, (2017), http://news.khan.co.kr/kh_news/khan_art_view.html?artid=201701161841011&code=940100, .
- Inderbitzin, M. P., A. Betella, A. Lanatá, E. P. Scilingo, U. Bernardet, and P. F. Verschure (2013), “The Social Perceptual Salience Effect,” Journal of Experimental Psychology: Human Perception and Performance, 39(1), pp.62-74. [https://doi.org/10.1037/a0028317]
- Jahanzeb, S. and T. Fatima(2018), “How Workplace Ostracism Influences Interpersonal Deviance: The Mediating Role of Defensive Silence and Emotional Exhaustion,” Journal of Business and Psychology, 33(6), pp.779-791. [https://doi.org/10.1007/s10869-017-9525-6]
- Janis, I. L.(1972), Victims of Groupthink, Boston, Houghton Mifflin.
- Judge, T. A., A. Erez, J. E. Bono, and C. J. Thoresen (2003), “The Core Self-Evaluations Scale: Development of a Measure,” Personnel Psychology, 56(2), pp.303-331. [https://doi.org/10.1111/j.1744-6570.2003.tb00152.x]
- Kang, D. S. and J. E. Kim(2018), “Workplace Wangtta and Employee Silence: A Moderated Mediation Model of Self-Esteem,” Korean Journal of Management, 1(1), pp.1-21. [https://doi.org/10.26856/kjom.2018.26.3.1]
- Kelley, H. H.(1972), “Attribution in Social Interaction,” in E. Jones et al.(Eds.), Attribution: Perceiving the Causes of Behavior, Morristown, New Jersey, General Learning Press.
- Kipnis, D. and S. M. Schmidt(1982), Profiles of Organizational Influence Strategies (POIS), San Diego, California, University Associates.
- Kipnis, D., S. M. Schmidt, and I. Wilkinson(1980), “Intraorganizational Influence Tactics: Explorations in Getting One's Way,” Journal of Applied Psychology, 65(4), pp.440-452. [https://doi.org/10.1037/0021-9010.65.4.440]
- Knoll, M., R. J. Hall, and O. Weigelt(2019), “A Longitudinal Study of the Relationships between Four Differentially Motivated Forms of Employee Silence and Burnout,” Journal of Occupational Health Psychology, 24(5), pp.572-589. [https://doi.org/10.1037/ocp0000143]
- Knoll, M. and R. van Dick(2013), “Do I Hear the Whistle...? A First Attempt to Measure Four Forms of Employee Silence and Their Correlates,” Journal of Business Ethics, 113 (2), pp.349-362. [https://doi.org/10.1007/s10551-012-1308-4]
- Korsgaard, M. A., B. M. Meglino, and S. W. Lester (1997), “Beyond Helping: Do Other-Oriented Values Have Broader Implications in Organizations?,” Journal of Applied Psychology, 82(1), pp.160-177. [https://doi.org/10.1037/0021-9010.82.1.160]
- Krishnan, V. R.(2004), “Impact of Transformational Leadership on Followers’ Influence Strategies,” Leadership and Organization Development Journal, 25(1), pp.58-72. [https://doi.org/10.1108/01437730410512778]
- Lam, W., X. Huang, and E. Snape(2007), “Feedback-Seeking Behavior and Leader-Member Exchange: Do Supervisor-Attributed Motives Matter?,” Academy of Management Journal, 50(2), pp.348-363. [https://doi.org/10.5465/amj.2007.24634440]
- Lee, K. and M. C. Ashton(2004), “Psychometric Properties of the HEXACO Personality Inventory,” Multivariate Behavioral Research, 39(2), pp.329-358. [https://doi.org/10.1207/s15327906mbr3902_8]
- Lee, G. L., J. M. Diefendorff, T. Y. Kim, and L. Bian(2014), “Personality and Participative Climate: Antecedents of Distinct Voice Behaviors,” Human Performance, 27(1), pp. 25-43. [https://doi.org/10.1080/08959285.2013.854363]
- Lee, K., B. Ogunfowora, and M. C. Ashton(2005), “Personality Traits Beyond the Big Five: Are They Within the HEXACO Space?,” Journal of Personality, 73(5), pp.1437-1463. [https://doi.org/10.1111/j.1467-6494.2005.00354.x]
- Liden, G. and G. Graen(1980), “Generalizability of the Vertical Dyad Linkage Model of Leadership,” Academy of Management Journal, 23(3), pp.451-465. [https://doi.org/10.2307/255511]
- Liden, R. C., R. T. Sparrowe, and S. J. Wayne (1997), “Leader-Member Exchange Theory: The Past and Potential for the Future,” in G. R. Ferris (Ed.), Research in Personnel and Human Resources Management, 15, pp.47-119.
- Liden, R. C., S. J. Wayne, and D. Stilwell(1993), “A Longitudinal Study on the Early Development of Leader-Member Exchanges,” Journal of Applied Psychology, 78(4), pp.662-674. [https://doi.org/10.1037/0021-9010.78.4.662]
- Marcus, B., K. Lee, and M. C. Ashton(2007), “Personality Dimensions Explaining Relationships Between Integrity Tests and Counterproductive Behavior: Big Five, or One in Addition?,” Personnel Psychology, 60(1), pp.1-34. [https://doi.org/10.1111/j.1744-6570.2007.00063.x]
- Marcus, J. and J. Roy(2019), “In Search of Sustainable Behaviour: The Role of Core Values and Personality Traits,” Journal of Business Ethics, 158(1), pp.63-79. [https://doi.org/10.1007/s10551-017-3682-4]
- Meyer, J. P., D. J. Stanley, L. Herscovitch, and L. Topolnytsky(2002), “Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences,” Journal of Vocational Behavior, 61(1), pp.20-52. [https://doi.org/10.1006/jvbe.2001.1842]
- Milliken, F. J. and N. Lam(2009), “Making the Decision to Speak Up or to Remain Silent: Implications for Organizational Learning,” In J. Greenberg, and M. Edwards(Eds.), Voice and Silence in Organizations, Bingley, England, Emerald Group, pp.225-244.
- Morrison, E. W.(2011), “Employee Voice Behavior: Integration and Directions for Future Research,” The Academy of Management Annals, 5(1), pp.373-412. [https://doi.org/10.5465/19416520.2011.574506]
- Morrison, E. W.(2014), “Employee Voice and Silence,” Annual Review of Organizational Psychology and Organizational Behavior, 1(1), pp.173-197. [https://doi.org/10.1146/annurev-orgpsych-031413-091328]
- Morrison, E. and F. Milliken(2000), “Organizational Silence: A Barrier to Change and Development in a Pluralistic World,” Academy of Management Review, 25(4), pp.706-725. [https://doi.org/10.5465/amr.2000.3707697]
- Nisbett, R. E. and L. Ross(1980), Human Inference: Strategies and Shortcomings of Social Judgment, Englewood Cliffs, New Jersey, Prentice-Hall.
- Noelle-Neumann, E.(1974), “The Spiral of Silence a Theory of Public Opinion,” Journal of Communication, 24(2), pp.43-51. [https://doi.org/10.1111/j.1460-2466.1974.tb00367.x]
- Nyberg, D.(1993), The Varnished Truth: Truth Telling and Deceiving in Ordinary Life, Chicago and London, The University of Chicago Press.
- Oh, I., H. Le, D. S. Whitman, K. Kim, T. Yoo, J. Hwang, and C. Kim(2014), “The Incremental Validity of Honesty-Humility Over Cognitive Ability and the Big Five Personality Traits,” Human Performance, 27(3), pp.206-224. [https://doi.org/10.1080/08959285.2014.913594]
- Park, J. H. and H. S. Oh(2019), “Social Structural Antecedents of Individual Silence Behaviors in Organizations,” Korean Journal of Management, 27(2), pp.1-29. [https://doi.org/10.26856/kjom.2019.27.2.1]
- Pfattheicher, S. and R. Böhm(2018), “Honesty-Humility Under Threat: Self-Uncertainty Destroys Trust Among the Nice Guys,” Journal of Personality and Social Psychology, 114 (1), pp.179-194. [https://doi.org/10.1037/pspp0000144]
- Pinder, C. C. and K. P. Harlos(2001), “Employee Silence: Quiescence and Acquiescence as Responses to Perceived Injustice,” In K. M. Rowland, and G. R. Ferris(Eds.), Research in Personnel and Human Resources Management, 20, New York: JAI Press, pp. 331-369. [https://doi.org/10.1016/S0742-7301(01)20007-3]
- Podsakoff, P. M., S. B. MacKenzie, J. Y. Lee, and N. P. Podsakoff(2003), “Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies,” Journal of Applied Psychology, 88(5), pp.879-903. [https://doi.org/10.1037/0021-9010.88.5.879]
- Rathi, N. and R. Rastogi(2008), “Effect of Emotional Intelligence on Occupational Self-Efficacy,” IUP Journal of Organizational Behavior, 7 (2), pp.46-56.
- Rhee, J. H. and H. C. Lim(2010), “A Study on the Impacts of HEXACO Personality Dimensions on Job Satisfaction and Organizational Citizenship Behavior: Focused on the Moderating Effects of Job Autonomy,” Korean Journal of Business Administration(KJBA), 23(2), pp.791-812.
- Rioux, S. M. and L. A. Penner(2001), “The Causes of Organizational Citizenship Behavior: A Motivational Analysis,” Journal of Applied Psychology, 86(6), pp.1306-1314. [https://doi.org/10.1037/0021-9010.86.6.1306]
- Robbins, E. S. and R. F. Haase(1985), “Power of Nonverbal Cues in Counseling Interactions: Availability, Vividness, or Salience?,” Journal of Counseling Psychology, 32(4), pp.502-513. [https://doi.org/10.1037/0022-0167.32.4.502]
- Rotter, J. B.(1975), “Some Problems and Misconceptions Related to the Construct of Internal Versus External Control of Reinforcement,” Journal of Consulting and Clinical Psychology, 43(1), pp.56-67. [https://doi.org/10.1037/h0076301]
- Ryan, K. and D. K. Oestreich(1991), Driving Fear Out of the Workplace: How to Overcome the Invisible Barriers to Quality, Productivity, and Innovation, San Francisco, Jossey-Bass.
- Schwartz, J. and M. L., Wald, “The Nation: NASA’s Curse? “Groupthink” is 30 Years Old, and Still Going Strong,” New York Times, (2003), https://www.nytimes.com/2003/03/09/weekinreview/the-nation-nasa-s-curse-groupthink-is-30-years-old-and-still-going-strong.html?searchResultPosition=1, .
- Sherf, E. N., M. R. Parke, and S. Isaakyan(2021), “Distinguishing Voice and Silence at Work: Unique Relationships with Perceived Impact, Psychological Safety, and Burnout,” Academy of Management Journal, 64(1), pp.114-148. [https://doi.org/10.5465/amj.2018.1428]
- Simpson, J. A. and E. Borgida(1991), The Effects of Vividness on Persuasion: The Role of Personal Involvement, Unpublished manuscript, Texas A & M University, College Station, TX.
- Six, F. E., F. G. A. De Bakker, and L. W. Huberts (2007), “Judging a Corporate Leader’s Integrity: An Illustrative Three Component Mode,” European Management Journal, 25 (3), pp.185-194. [https://doi.org/10.1016/j.emj.2007.04.003]
- Snyder, M.(1987), Public Appearances, Private Realities: The Psychology of Self-Monitoring, New York, W H Freeman and Co.
- Sosik, J. J., J. U. Chun, Z. Ete, F. J. Arenas, and J. A. Scherer(2019), “Self-Control Puts Character Into Action: Examining How Leader Character Strengths and Ethical Leadership Relate to Leader Outcomes,” Journal of Business Ethics, 160(3), pp.765-781. [https://doi.org/10.1007/s10551-018-3908-0]
- Sparr, J. L. and S. Sonnentag(2008), “Fairness Perceptions of Supervisor Feedback, LMX, and Employee Well-being at Work,” European Journal of Work and Organizational Psychology, 17(2), pp.198-225. [https://doi.org/10.1080/13594320701743590]
- Speier, C. and M. Frese(1997), “Generalized Self-Efficacy As a Mediator and Moderator Between Control and Complexity at Work and Personal Initiative: A Longitudinal Field Study in East Germany,” Human Performance, 10(2), pp.171-192. [https://doi.org/10.1207/s15327043hup1002_7]
- Stouten, J., T. M. Tripp, R. J. Bies, and D. De Cremer (2019), “When Something is Not Right: The Value of Silence,” Academy of Management Perspectives, 33(3), pp.323-333. [https://doi.org/10.5465/amp.2017.0003]
- Tangirala, S., D. Kamdar, V. Venkataramani, and M. R. Parke(2013), “Doing Right Versus Getting Ahead: The Effects of Duty and Achievement Orientations on Employees’ Voice,” Journal of Applied Psychology, 98 (6), pp.1040-1050. [https://doi.org/10.1037/a0033855]
- Tangirala, S. and R. Ramanujam(2008), “Employee Silence on Critical Work Issues: The Cross Level Effects of Procedural Justice Climate,” Personnel Psychology, 61(1), pp.37-68. [https://doi.org/10.1111/j.1744-6570.2008.00105.x]
- Thielmann, I., G. Spadaro and D. Balliet(2020), “Personality and Prosocial Behavior: A Theoretical Framework and Meta-Analysis,” Psychological Bulletin, 146(1), pp.30-90. [https://doi.org/10.1037/bul0000217]
- Turnley, W. H. and M. C. Bolino(2001), “Achieving Desired Images While Avoiding Undesired Images: Exploring the Role of Self-monitoring in Impression Management,” Journal of Applied Psychology, 86(2), pp.351-360. [https://doi.org/10.1037/0021-9010.86.2.351]
- Uhl-Bien, M. and J. M. Maslyn(2003), “Reciprocity in Manager-Subordinate Relationships: Components, Configurations, and Outcomes,” Journal of Management, 29(4), pp.511-532. [https://doi.org/10.1016/S0149-2063_03_00023-0]
- Umphress, E. E. and J. B. Bingham(2011), “When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-organizational Behaviors,” Organization Science, 22(3), pp. 621-640. [https://doi.org/10.1287/orsc.1100.0559]
- Vakola, M. and D. Bouradas(2005), “Antecedents and Consequences of Organisational Silence: An Empirical Investigation,” Employee Relations, 25(5), pp.441-458. [https://doi.org/10.1108/01425450510611997]
- Vallerand, R. J. and F. L. Rousseau(2001), “Intrinsic and Extrinsic Motivation in Sport and Exercise: A Review Using the Hierarchical Model of Intrinsic and Extrinsic Motivation,” In R. N. Singer, H. A. Hausenblas, and C. M. Janelle (Eds.), Handbook of Sport Psychology, New York, Wiley, pp.389-416.
- Van Dyne, L., S. Ang, and I. C. Botero(2003), “Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs,” Journal of Management Studies, 40(6), pp. 1359-1392. [https://doi.org/10.1111/1467-6486.00384]
- Wang, A. C., H. H. Hsieh, C. Y. Tsai, and B. S. Cheng(2012), “Does Value Congruence Lead to Voice? Cooperative Voice and Cooperative Silence Under Team and Differentiated Transformational Leadership,” Management and Organization Review, 8(2), pp.341-370. [https://doi.org/10.1111/j.1740-8784.2011.00255.x]
- Wang, G. and R. G. Netemeyer(2002), “The Effects of Job Autonomy, Customer Demandingness, and Trait Competitiveness on Salesperson Learning, Self-Efficacy, and Performance,” Journal of the Academy of Marketing Science, 30(3), pp.217-228. [https://doi.org/10.1177/0092070302303003]
- Wayne, S. J. and R. C. Liden(1995), “Effects of Impression Management on Performance Ratings: A Longitudinal Study,” Academy of Management Journal, 38(1), pp.232-260. [https://doi.org/10.2307/256734]
- Weng, L-C and W-C. Chang(2015), “Does Impression Management Really Help? A Multilevel Testing of the Mediation Role of Impression Management Between Personality Traits and Leader-Member Exchange,” Asia Pacific Management Review, 20(1), pp.2-10. [https://doi.org/10.1016/j.apmrv.2013.03.001]
- Witte, T., M. F. Sherman, and L. Flynn(2001), “Silencing the Self and the Big Five: A Personological Profile of Silent Women,” Psychological Reports, 88(3), pp.655-663. [https://doi.org/10.2466/pr0.2001.88.3.655]
- Xu, A. J., R. Loi, and L. W. Lam(2015), “The Bad Boss Takes It All: How Abusive Supervision and Leader–Member Exchange Interact to Influence Employee Silence,” The Leadership Quarterly, 26(5), pp.763-774. [https://doi.org/10.1016/j.leaqua.2015.03.002]
- Yoo, T. Y.(2007), “The Relationship between HEXACO Personality Factors and a Variety of Performance in Work Organization,” The Korean Journal of Industrial and Organizational Psychology, 20(3), pp.283-314. [https://doi.org/10.24230/ksiop.20.3.200708.283]
- Yoo, T. Y., K. B. Lee, and M. C. Ashton(2004), “Psychometric Properties of the Korean Version of the HEXACO Personality Inventory,” Korean Journal of Social and Personality Psychology, 18(3), pp.61-75.
∙The author Jeehye Park is a researcher at Yonsei Business Research Institute and a lecturer at Korea National University of Transportation. She received her B.A. in Psychology, M.A. and Ph.D. in Business Administration from Yonsei University. Her research areas include social networks, leadership, diversity, and personality. Her research also focuses on employee voice and silence.
∙The author Min Jeong Kim is a Professor of Organizational Behavior in the College of Business Administration at Chonnam National University. She received her Ph.D. from Ewha Womans University, majoring Organizational Behavior and Human Resource Management. Her research interests include intra-organizational social networks, mentoring, personality, and cognitive accuracy in network perception.
∙The author Hongseok Oh is a Professor of Organizational Behavior in the School of Business at Yonsei University. He received his Ph.D. from The Pennsylvania State University. His research focuses on the antecedents and consequences of intra- and interorganizational networks, network change, groups, and organizational control. He has been published in Administrative Science Quarterly, Academy of Management Review, Academy of Management Journal, and Journal of Applied Psychology.