Search Results (22)

In Türkiye, working life operates within a hybrid structure in which modern production relations and traditional gender roles intertwine. The automotive sector, in particular, where hegemonic masculinity and conservative values are reproduced, creates a breeding ground for discriminatory practices and safety issues affecting LGB employees. This study aims to analyze the psychosocial and organizational mechanisms underlying LGB individuals’ decisions to disclose or conceal their identities in the context of neoconservative social pressure and industrial masculine culture in Türkiye. Using a qualitative research design grounded in the social constructivist paradigm, semi-structured interviews were conducted with 15 LGB individuals working at different levels of the sector. Data were analyzed using reflective thematic analysis. The findings revealed themes of controlled openness, emotional labor, defense mechanisms, organizational silence, micro-solidarity, and ordinary visibility. It was determined that identity management is experienced as “strategic risk management” rather than an act of liberation, that hierarchical advancement increases the “glass closet” effect, and that employees constantly exhaust their cognitive capacity in a state of “hyper-vigilance”. In conclusion, the study examines the divergence between multinational corporations’ global inclusion policies and local practices and explores the structural factors that sustain organizational silence. Full article

Motivation: In modern organizations where remote and hybrid work has become normalized, fostering trust without frequent face-to-face interaction is a critical management challenge. This study aims to explore how non-verbal digital dynamics associate with trust formation within hybrid product development teams from a teamwork science perspective, integrating Big Five traits and established trust scales. Methods: The empirical study observed twelve product development teams (N = 40) participating in a major innovation competition over an eight-month period. Dynamic behavioral data, including speaking time, nodding, smiling, and silence, were extracted from online workshop recordings using synchronized behavioral coding validated by high inter-rater reliability (Cohen’s Kappa k ≥ 0.78). These were integrated with Big Five personality traits, mutual trust scales, and idea value metrics into a Bayesian Network (BN) to model probabilistic dependencies. The structural model was validated using the Akaike Information Criterion (AIC) and Bayesian Information Criterion (BIC) to ensure predictive robustness. Furthermore, we performed sensitivity analysis on the BN to quantify how specific shifts in non-verbal cues—particularly nodding and the functional categories of silence—disproportionately affect the “Mutual Trust” node. While this exploratory study utilizes a sample of “digital native” student teams, it provides a critical baseline for “high digital fluency” collaboration, which we contextualize against the “asymmetric cues” found in multi-generational corporate environments. Results: Sensitivity analysis identified specific probabilistic associations suggesting that effective role fulfillment is the strongest predictor of idea originality. Crucially, nodding was identified as a behavioral ‘digital reward’ that enhances psychological safety, facilitating divergent thinking. Smiling showed a strong association with feasibility and consensus-building during convergent phases. The model further identifies distinct behavioral ‘fingerprints’: high-trust sequences are characterized by frequent non-verbal backchanneling and deliberate “thinking silences,” whereas low-trust sequences exhibit a disproportionate increase in unproductive lapses (e.g., a 10% increase in lapses correlating with an 18% decrease in trust probability). Furthermore, a probabilistic pathway was identified where teams with highly open members and frequent non-verbal validation exhibit higher mutual support behaviors. Conclusions: This research offers empirical insights into how trust can be modeled in hybrid environments through specific combinations of behavioral and personality traits. Practically, this study proposes “Hybrid Team Protocols”—such as intentional backchanneling and the normalization of deliberative silence—as actionable Organizational Development (OD) interventions. These provide managers with data-driven guidelines to visualize and monitor the quality of digital collaboration while emphasizing the ethical necessity of transparent implementation to prevent “digital performance” and ensure psychological safety across diverse organizational structures. Full article

Background: Workplace bullying constitutes a persistent psychosocial risk in public service settings, where hierarchical structures and limited exit opportunities may intensify employees’ psychological strain. Although previous research has documented associations between workplace bullying and burnout, less is known about the psychological processes through which bullying translates into emotional exhaustion and the contextual conditions under which these processes are activated, particularly in public sector contexts. Method: This study used survey data from 234 public service employees working in administrative, educational, and non-clinical healthcare institutions across three major cities in Türkiye (Istanbul, Ankara, and Izmir). Participants who were frequently exposed to workplace bullying were selected to examine the detrimental cycle that victims experience. A moderated mediation model (PROCESS Model 7) was tested to examine emotion-focused coping as a mediating mechanism between workplace bullying and burnout, operationalized through emotional exhaustion, and to assess whether this indirect effect was conditional on perceived bystander silence. Results: Findings indicated that workplace bullying was associated with increased reliance on emotion-focused coping only when perceived bystander silence was high. The conditional indirect effect of workplace bullying on burnout via emotion-focused coping was significant at higher levels of bystander silence, whereas no indirect effect emerged under low silence conditions. Conclusions: These findings suggest that burnout does not arise as an automatic consequence of bullying exposure but unfolds through coping processes that are activated in socially silent environments. By highlighting the conditional role of bystander silence, this study emphasizes the value of social context in shaping how public service employees respond to workplace bullying and how burnout develops. We discuss the practical implications for organizational interventions that aim to reduce bystander silence and support healthier coping processes in organizations. Full article

Based on Conservation of Resources (COR) theory and a socio-technical systems perspective, this study examines how technology-enacted abusive supervision (TAS) influences employees’ counterproductive work behavior (CWB) in digitalized organizational contexts. Conceptualizing TAS as a system-embedded form of digitally mediated control, we argue that technology-amplified supervisory power constitutes a persistent resource threat that reshapes employees’ behavioral regulation strategies. Using three-wave time-lagged survey data from 428 employees working in digital-intensive enterprises in China, we develop and test a moderated mediation model. The results indicate that TAS is positively associated with CWB, with defensive silence serving as a critical mediating mechanism. Although defensive silence may temporarily reduce interpersonal risk, it disrupts feedback and resource replenishment processes, leading to cumulative resource depletion and a higher likelihood of counterproductive behavior over time. Moreover, power distance significantly moderates this indirect effect, such that the mediating role of defensive silence is stronger among employees with higher-power-distance orientations. By integrating leadership research, COR theory, cultural value orientations, and a socio-technical systems perspective, this study advances our understanding of covert resistance and behavioral risk in technology-driven work systems and offers important implications for digital governance and sustainable organizational performance. Full article

Russia’s 2022 invasion precipitated one of Europe’s largest episodes of forced academic mobility, compelling universities to shift from emergency access to durable inclusion. This article investigates how Ukrainian students are integrated into Romanian higher education through a qualitative case study at Ovidius University of Constanta, undertaken within the Erasmus+ EIUS project. We analysed a participatory focus-group workshop (“Building Bridges,” May 2024) involving 72 participants (15 Ukrainian students, 31 Romanian students, 26 academic staff). Transcripts were coded via reflexive thematic analysis and interpreted through a SWOT lens to connect lived experience with institutional strategy. Findings indicate that integration generates tangible pedagogical and social value—diversity enriches coursework, empathy strengthens peer collaboration, and exposure to multilingual classrooms catalyses instructional innovation. Yet systemic fragilities persist: language anxiety (“translation silence”), fragmented support pathways, and limited access to counselling shift emotional labour onto faculty and peers. Opportunities cluster around Erasmus+ infrastructures, bilingual materials, and co-created projects that transform access into participation; threats include latent prejudice, social isolation, compassion fatigue, and policy discontinuity as crisis attention wanes. We advance the concept of institutionalised solidarity—a multi-level inclusion model that couples emotional infrastructures (mentoring, trauma-informed pedagogy, counselling) with organizational infrastructures (integration offices, linguistic scaffolding, adaptive assessment). The study contributes an empirically grounded framework for moving from humanitarian reaction to sustainable academic inclusion and offers actionable guidance for European universities seeking resilience under protracted disruption. Full article

This study reinterprets Father Rodrigues’s apostasy in Endō Shūsaku’s Silence not as a religious failure, but as a process of Christianity’s “Japanization,” analyzed within the context of postwar Japanese intellectual history. Where existing criticism often falls into the binary opposition between martyrdom and betrayal, this study introduces the perspective of individual conviction versus organizational authority. First, Rodrigues’s act resonates with Yoshimoto Takaaki’s tenkō (ideological conversion) theory, specifically defined as the “third form of tenkō.” This form represents the choice to pursue the integrity of personal conviction over obedience to an organization. This links Rodrigues’s action to the spiritual continuity of the Kakure Kirishitan (Hidden Christians), arguing that the essence of his apostasy is a betrayal of the Church institution, not of faith itself. Furthermore, through the theme of the dialectic of everyday life, the study demonstrates that salvation is discovered not in the glorious death of martyrdom, but within the secular fabric of daily existence. Rodrigues’s paradoxical condition of being both weak and strong as Okada San’emon after the fumie is an extension of the Kakure Kirishitan’s survival, who maintained their faith amid secular labor. In conclusion, Endō’s literature serves as a testimony for the “cowards” and a plea for the grace to go on living. It illuminates the process through which individual faith transcends institutional authority and takes root in the indigenous Japanese way of life, thereby completing the vision of Christianity’s “Japanization.” Full article

Previous conceptualizations of safety voice have described this construct as fundamentally unidimensional, compared to several other multidimensional models that have been outlined for the more general concept of employee voice. Drawing from previous studies in occupational safety, previous safety voice conceptualizations (challenge vs. defense of safety systems), dynamic safety capability, and wise proactivity, we outline an extended conceptualization of safety voice. Adopting a functionalist approach, we identified and described promotive, preventive, prohibitive, and hostile safety voice. For each type, we discuss the definition, its function, its implications, and examples. This multidimensional conceptualization provides a conceptual structure that supports more accurate measurement, intervention design, and discussions surrounding safety-related communication. It also clarifies when and how distinct forms of safety voice emerge, identifies levers for system and leadership design, and outlines actionable implications and testable propositions for advancing prevention, learning, and research. Full article

This research explores how coalitions of leaders who score high in the Dark Triad traits—narcissism, Machiavellianism, and psychopathy—rebuild moral architectures in organizations to consolidate power, suppress dissent, and secure their rule. Contrary to work that has focused predominantly on individual toxic leaders, this research examines the collective processes that emerge when multiple high-DT-scoring leaders coalesce and unify their moral leadership front. Adopting a qualitative, article-based document analysis methodology, this study synthesizes and critiques evidence from 55 peer-reviewed articles published between 2015 and 2025. Thematic analysis identified three fundamental dynamics through which Dark Triad leaders collectively exercise dominance. The first, the Ethics Cartel, involves the construction of a shared moral façade that legitimates power and shields wrongdoing. The second, Mutual Cover, outlines forms of mutual protection in which leaders shield one another from accountability and scrutiny. The third, Cultural Capture, outlines processes through which organizational culture is increasingly reconfigured such that “ethics” are structured to favor leadership over employees or wider stakeholders. This study illustrates how these coalitions cross over into individual transgressions, creating systemic risk that warps the fabric of organizational culture. Employees are confronted with a work culture that positions ethics as a means of developing survival adaptive mechanisms, such as silence, withdrawal, or compliance. These processes not only harm psychological safety and break trust but also disable accountability mechanisms established to maintain integrity. This study contributes to the study of leadership and organizational ethics by framing ethics not as merely an individual moral stance but as a collective instrument of power. It calls for more attention to the risks that follow collaboration among toxic leaders and for governance arrangements that address the organizational and systemic consequences of these unions. By situating these findings within the broader debate on power, people, and performance, this paper aligns with the focus of the Special Issue “Power, People, and Performance: Rethinking Organizational Leadership and Management” by showing how collective Dark Triad leadership distorts organizational performance outcomes while reshaping power relations in ways that undermine people’s trust and well-being. These insights extend Alowais & Suliman’s findings, highlighting the systemic feedback loops sustaining ethical distortion. Full article

Background/Objectives: Toxic leadership has arisen as a matter of serious concern within the nursing profession, with growing evidence linking it to diminished job satisfaction, ineffective conflict management, and weakened organizational commitment. These effects not only compromise nurse retention but also threaten the quality of patient care and overall healthcare outcomes. This scoping review aimed to examine the impact of toxic nursing leadership on staff retention by synthesizing evidence from existing literature and a broad range of published studies. Methods: A comprehensive literature search was conducted across multiple databases, including PubMed/MEDLINE, Scopus, CINAHL and Science Direct databases yielding 1356 articles. Of these, 18 met the predefined inclusion criteria. The scoping review followed the six-stage methodological framework proposed by Arksey and O’Malley. Thematic analysis identified two core categories: (a) key dimensions shaping perceptions of toxic leadership and (b) the impact of toxic leadership on nursing staff retention. Results: The findings reveal that toxic leadership contributes to organizational silence, emotional exhaustion, diminished psychological safety, and low professional commitment. Such behaviors not only jeopardize nurse engagement and productivity but also negatively affect patient safety and care quality. In contrast, leadership styles such as transformational and transactional leadership are associated with higher job satisfaction, reduced burnout, and improved retention outcomes. Conclusions: This review underscores the need for healthcare organizations to identify and address toxic leadership behaviors promptly. By promoting supportive and ethical leadership styles, institutions can foster a healthier workplace, improve nurse retention, and ultimately enhance the quality of care. The study offers practical implications for healthcare administrators, emphasizing leadership development. Full article

The World Health Organization defines burnout as a syndrome resulting from chronic workplace stress that has not been successfully managed. Similarly, workplace bullying is widely recognized as a significant psychosocial stressor and a potentially traumatic experience, frequently associated with various adverse psychological outcomes. Based on the Job Demands-Resources (JD-R) Model, we conceptualized bullying at work as a demand whose detrimental impacts may be intensified by the actions of bullying bystanders who remain silent. This study investigates the relationship between workplace bullying and burnout, with a specific focus on the mediating roles of bystander silence and perceived stress. Data collected from 239 professionals working in the financial sector indicate that the effect of workplace bullying on burnout is significantly mediated by both bystander silence and perceived stress. The proposed serial mediation model underscores the importance of social and individual-level mechanisms in the development of burnout. These findings suggest that effective interventions aimed at preventing workplace bullying must be grounded in a nuanced understanding of organizational context and social dynamics. Full article

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