Search Results (12)

Both South Korea and China have collective cultures; however, there are significant differences in employee behavior due to cultural, economic, and environmental factors. This study explores the influence of organizational climate on employee innovative behavior and service performance using a competitive value model, as well as the mediating effects of social capital and organizational silence. Adopting the interpersonal relationship, rational goal, and internal process approaches, it focuses on three aspects: supervisory support, pressure to produce, and formalization. A total of 773 valid questionnaires were collected from four- and five-star hotels in South Korea and China, and the data were analyzed using SPSS and AMOS. The results showed that supervisory support and pressure to produce positively affected employee social capital, thereby affecting their service performance. Formalization positively affected organizational silence and negatively affected employees’ innovative behaviors. This study confirmed the mediating effects of social capital and organizational silence in the organizational environment. The positive effects of supervisory support and pressure to produce on social capital were similar in South Korea and China. However, among the effects of organizational silence, Korean employees were more likely to benefit from formalization. This study identified the differences in organizational climate and organizational performance between South Korea and China and provides implications for enterprises’ sustainable development. Full article

This study investigates the relationship between hotel employees’ perceptions of organizational politics, organizational silence, organizational cynicism, and innovation resistance. For this purpose, subjects (n = 351, 235 men and 116 women) from four-star hotels in Seoul, Incheon, Gyeonggi-do, and Jeju-do in South Korea were surveyed. The following four hypotheses were presented to achieve this study’s goal. First, the perception of organizational politics has a positive effect on organizational silence. Second, organizational silence positively affects organizational cynicism. Third, organizational silence has a positive effect on innovation resistance. Fourth, organizational cynicism positively affects innovation resistance. The results of hypothesis testing reveal that all hypotheses except for the fourth one are accepted. This study’s findings suggest that hotels should provide a work environment that is free from unfair organizational political activities. Full article

The travel industry has been severely affected by the COVID-19 outbreak. The operating pressure on enterprises has sharply increased, leading to the prominent phenomenon of abusive supervision. Managers employ this management method so that employees perceive work pressure as motivation to work harder and improve their performance. Employees may adopt the behavior of defensive silence to protect themselves from abusive supervision, which can subsequently affect employee behavior. However, social capital and relationships may lessen this effect. This study analyzed survey data on 475 workers from the Chinese tourism service industry to examine the mediating role of workers’ defensive silence under abusive supervision, employee behavior, and the moderating role of social capital. The results showed that abusive supervision does not promote employee performance but hinders employee growth. Employees’ defensive silence also affects employee behavior and has a partially mediating role in the relationship between abusive supervision and employee behavior. Social capital can mitigate the negative impact of abusive supervision on employee behavior. This study theoretically expands the applicable scope of employee silence as a mediating variable and social capital as a moderating variable. It is helpful for managers to change their negative leadership style, follow the suggestions of employees, pay attention to the organizational atmosphere, and enhance their team cohesion. Full article

(1) Background: Relational Leadership Theory (RLT) has been gaining rising attention for the past 20 years with studies investigating multiple implications and practices of relationships within organizations. Yet, less attention has been given in healthcare settings. By virtue of the emerging need to move beyond exploring the quality of relationships and to move towards the exploitation of relational dynamics that influence leadership development in healthcare organizations, this study explores both the dyad relationships and the context in which those occur. With recent attention directed to the implementation of human-centered practices and the creation of effective networks to bring desired results, RLT is called on to advance this agenda within healthcare organizations. (2) Material and Methods: Research articles that examined leadership theories over the past thirty years were selected from computerized databases and manual searches. (3) Results: It is argued that the way and context in which relationships are formed between leaders and members is a social process that, in turn, shapes the effectiveness of the management of those organizations. Leadership is not rank—it is the relationship with the relational dynamics that play in the same context, creating evolutionary organizational processes. (4) Conclusions: This paper challenges leadership theory one step further. Exploring an organization through relational leadership theory is much like wearing the lens of ‘cause and effect’ in leadership behavioral studies. Therefore, this study contributes to this direction with a robust co-examination of relational dynamics that take place in the healthcare sector, showcasing a broader framework in which relational leadership is germinated and influences its outcomes. Full article

The literature has shown that a positive relationship between transactional leadership and job satisfaction in private and public organizations exist. This relationship is critical for sustained organizational performance; however, this relationship can be challenged by the existence of employee silence in the organizational setting. Based on self-determination theory, this study measured the impact of transactional leadership on job satisfaction as well as the part of employee silence in the leadership–satisfaction relationship in a public organizational setting. The study sample consisted of employees working at the Ministry of Justice in Jordon, and 450 questionnaires were applied with 357 useable questionnaires being returned. The data were tested through confirmatory factor analysis, correlation and regression analyses, and structural equation modeling. The results showed a strong positive relationship between transactional leadership and job satisfaction, though employee silence as a mediator indicated reduced job satisfaction. The importance of public organization leaders being more mindful towards the employee silence phenomenon and how it can be detrimental in the transactional leadership–job satisfaction relationship was highlighted. Full article

Higher education institutions continue to be contested environments where the goals of equity and inclusion are often at odds with the permanence of institutional racism. Through a multi-case study of 19 Latinx/a/o mid-level administrators who worked at 16 predominantly white, private four-year universities, the authors uncovered the ways that (a) private universities grant agency to Latinx/a/o mid-level administrators to serve student needs but restrict agency to address the inequitable organizational structures; (b) constituent groups within private universities, namely faculty, mark the racialized boundaries of power and decision-making through credentialing; and (c) private universities use silence as a means of controlling Latinx/a/o mid-level professionals administrators’ equity work. Although Latinx/a/o mid-level administrators have a significant role to play in advancing equity work inside higher education institutions, these racialized organizations will create barriers that maintain whiteness and white interests. Without addressing power structures and the bureaucracy of decision-making at private institutions, progress on equity throughout the organizational structure may be limited. Implications for research and practice for Latinx/a/o/ administrators are discussed. Full article

This investigation identified contemporary beliefs about workplace romance and compared how those beliefs have changed since 1986. Different kinds of advice about workplace romance, and how that advice was related to extant beliefs, were also evaluated. A nationwide sample (N = 259) of organizational members with a variety of professional experiences responded to an anonymous online survey. Results indicated that there were three fundamental underlying beliefs about workplace romance: workplace romance is valuable, the right to demand privacy about workplace romance, and anti-workplace romance. Different types of advice—encouraging, warning, gender concern, and silence—were related to these existing beliefs. The substantial associations between beliefs and advice provide evidence for an implicit theory of workplace romance. Personal experience with such relationships was strongly related to the belief that workplace romance is valuable and the right to demand privacy about workplace romance. Additionally, personal experience was also associated with providing advice promoting workplace romance and advocating that employees should remain silent about engaging in such relationships. These results are discussed within the theoretical lens of boundary blending between the work sphere and the private sphere of social life. Full article

Many previous studies on creativity have focused on discovering positive factors to improve creativity and innovation performance from leader, individual, and organizational perspectives. However, research on factors that hinder creative performance was relatively insufficient. This study examines leaders’ behavior that hinders employees’ creative performance by focusing on abusive supervision. Based on the Korean employee context, our research model draws upon constructs of abusive supervision, relational conflict, employee silence, and creative performance to hypothesize serial mediation mechanisms connecting abusive supervision to creative performance. Using survey data of 555 Korean employees, we find that abusive supervision is negatively related to creative performance. We also find that both relational conflict and employee silence mediate the relationship between abusive supervision and employee creative performance. More importantly, our empirical analysis indicates that a serial mediation effect testing a dual coordination effect was identified in the process of the leader’s abusive supervision leading to employee’s creative performance. Although many previous studies were focused on a single medium effect in the relationship between leadership types and employee creativity, this study applied the serial mediation effects in the relationship to test a dual medium effect. We further addressed a more complex process to explain the path of reducing creative performance by supervisor abusive supervision. We conclude by discussing both theoretical and practical implications. Full article

Due to their frontline position to fight the coronavirus disease 2019 (COVID-19), the professional and personal life of nurses was severely disrupted. To understand and describe their lived experiences and perceptions during the pandemic’s first wave in France, we interviewed 49 nurses, including 16 nursing students, and 48 of their family members from June to July 2020. Using a purposeful sampling, the semi-structured interviews were scripted according to Abric’s method with probing questions. The interview analysis led to the identification of six paradoxical perceptions concerning the pandemic’s consequences: the Silence Paradox, the Hero Paradox, the Workforce Paradox, the Learning Paradox, the Symbolic Exchange Paradox, and the Uncertainty Paradox. However, despite different experiences, the nurses perceived their frontline position both as a burden jeopardizing their safety and well-being and as a spotlight of nurses’ tough working conditions. Indeed, because they were in the frontline position, nurses and nursing students were psychologically vulnerable, even more so when they felt alone and inadequately protected. Besides, their families were vulnerable too, as they were also exposed to the consequences of the nurses’ frontline engagement. Thus, to preserve their safety and well-being, institutions should also provide them with better organizational support and inclusive leadership, without neglecting their families. Full article

Open systems can only exist by self-organization as pulsing structures exchanging matter and energy with the outer world. This review is an attempt to reveal the organizational principles of the heterochromatin supra-intra-chromosomal network in terms of nonlinear thermodynamics. The accessibility of the linear information of the genetic code is regulated by constitutive heterochromatin (CHR) creating the positional information in a system of coordinates. These features include scale-free splitting-fusing of CHR with the boundary constraints of the nucleolus and nuclear envelope. The analysis of both the literature and our own data suggests a radial-concentric network as the main structural organization principle of CHR regulating transcriptional pulsing. The dynamic CHR network is likely created together with nucleolus-associated chromatin domains, while the alveoli of this network, including springy splicing speckles, are the pulsing transcription hubs. CHR contributes to this regulation due to the silencing position variegation effect, stickiness, and flexible rigidity determined by the positioning of nucleosomes. The whole system acts in concert with the elastic nuclear actomyosin network which also emerges by self-organization during the transcriptional pulsing process. We hypothesize that the the transcriptional pulsing, in turn, adjusts its frequency/amplitudes specified by topologically associating domains to the replication timing code that determines epigenetic differentiation memory. Full article

Today, organizations face risky legal and financial consequences stemming from a single sexual harassment event. The purpose of this study was to verify that the sexual harassment, as perceived by female employees, significantly affects their levels of psychological distress and workplace deviant behavior to investigate the moderating role of organizational silence and psychological detachment in the causal relationship. First, this study found that perceived sexual harassment has a negative impact on the female employees’ psychological distress and workplace deviant behavior. This study’s results also demonstrated that psychological distress has a positive impact on workplace deviant behavior. Additionally, the influence of perceived sexual harassment on psychological distress increased when the employees’ psychological detachment was weak. Finally, limitations and future research directions are also discussed. Full article

Managers are expected to carry various leadership qualities in order to raise the human profiles (professionals) required by society. Leadership becomes even more important when it comes to education as it shapes our future. In educational institutions, especially transformational leadership (TL) and instructional leadership (IL) have a particular importance and play an active role in conveying a classical managerial approach. This as well influences the sustainability of the educational institutions. The managers with these two leadership qualities will contribute to a reduction in their employees’ perceptions of organizational silence (OS) and an increase in the perception of organizational attractiveness (OA). In this paper, we analyzed the effects of transformational and instructional leadership styles of the managers of high schools, which contain the aviation field of study, and their effects on organizational attractiveness and organizational silence. The universe of this study is 1537 teachers working in 21 public high schools in the 2017–2018 academic year in Turkey, and the sample is 749 teachers who responded to the survey. We used a relational model of quantitative research methods. In this study, the Transformational Leadership Scale and the Instructional Leadership Scale were used to determine the leadership styles of the managers according to the perceptions of the teachers, while the Organizational Attractiveness Scale and the Organizational Silence Scale were used to determine the perceived organizational attractiveness and organizational silence of the teachers. Within the scope of reliability analysis, all dimensions of the scales used were found to be reliable. SPSS 24.0 and LISREL 8.1 package programs were used in the analysis of the research data and the relations between the variables were examined by using the Structural Equation Model. As the main finding is the existence of correlation of the elements, specifically, it was found that transformational and instructional leadership have positive effect with same-direction on organizational attractiveness, positive effect with inverse-direction on organizational silence, as well as positive effect with inverse-direction between organizational silence and organizational attractiveness. These findings provide an additional layer of factors to be analyzed that might affect the sustainability of educational institutions. We propose further studies to be carried out on development of new correlation models between sustainability elements on one side, and organizational silence or organizational attractiveness on the other. Full article