No abstract

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Using data collected from a sample of 50 academic departments over the years 1977–88, the authors test several hypotheses about the effects of departmental gender composition on faculty turnover. They find that as the proportion of women in a department grew, turnover among women also increased, confirming the prediction that increases in the relative size of a minority will result in increased intergroup competition and conflict. The evidence also suggests, however, that when the proportion of female faculty reached a threshold of about 35–40%, turnover among women began to decline. The proportion of women had a negligible or negative impact on turnover among male faculty. The authors discuss the implications of this research for the implementation of affirmative action policies.

Purpose – Previous studies examined the relationships between trust, organizational commitment and the unitary construct of silence. The authors believe that previous studies’ primary shortcoming is the lack of an understanding of the motives of employees in withholding work related issues when they have a lack of trust in their organization and supervisor and a lack of knowledge regarding the form of silence that impacts more organizational commitment. Therefore, the purpose of this paper is to investigate the impacts of trust in organization and trust in supervisor on acquiescent and defensive silence and examines the effects of acquiescent and defensive silence on organizational commitment. Design/methodology/approach – The study utilized structured equation modeling to analyze data from 753 highly skilled employees in South Korea. Findings – The findings revealed that trust in organization is associated with acquiescent silence; trust in supervisor is related with defensive silence and acquiescent silence demonstrated strong relationship with organizational commitment. Originality/value – This study is the first to explore the associations between trust in organization and acquiescent silence and the relationships between trust in supervisor and defensive silence. Moreover, our study reports the strong link between acquiescent silence and organizational commitment.

We investigated the relationships among power distance, collectivism, punishment, and a multidimensional construct of silence. Participants were 628 full-time employees of 27 heavy-industry companies in South Korea. Confirmatory factor analysis and structural equation modeling were performed to test our hypothesized model. The results revealed that power distance induced acquiescent silence; however, power distance did not have any impact on defensive silence. Collectivism also generated acquiescent silence but did not influence prosocial silence; and punishment increased defensive silence.