Employee silence, the withholding of work-related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross-cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, and measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and KNOLL ET AL.

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Employability is core to our understanding of career sustainability, and at an individual level, identifying the personal resources that support employability in the achievement of career success is warranted. This study builds on the conservation of resources theory, examining the role of employability as a mediator in the relationship between psychological capital and objective career success. To test our hypotheses, we utilised a context-specific practitioner sample of 135 individuals with UK-accredited occupational psychology qualifications. Employability was conceptualised using the competence-based model, underpinned by occupational expertise. Psychological capital and employability were measured using self-report questionnaires, whilst career success was determined via gross annual salary and practitioner status, ensuring objective measures of this outcome variable. Structural equation modelling identified that the relationship between psychological capital and objective career success was fully mediated by employability. These novel findings have important theoretical and practical implications for the role of psychological capital as a personal resource in achieving career success via its influence on employability.

Many people are reluctant to report sexual objectification at work. We tested whether emotions determine how people respond to sexual objectification at work. In Study 1 (N = 159) women recalled a time that they had experienced sexual objectification at work. Participants then rated their emotions in this situation and how they responded. Anger positively and a shame-based emotion (rejection) negatively predicted taking action against the perpetrator (active response). In contrast, shame positively predicted women blaming themselves (self-blame). Moreover, pride positively and anger negatively predicted women viewing the action positively (e.g., as flattering, benign response). In Study 2 (N = 135) women imagined themselves receiving either a highly objectifying or ambiguous comment at work. Being objectified increased negative emotions and decreased pride. Moral outrage (i.e., anger and disgust) positively whilst shame-based emotions negatively predicted active responding. Shame-based emotions positively predicted self-blame, whilst pride positively and anger negatively predicted benign responding. Therefore, emotions determine how people respond to sexual objectification at work. Promoting moral outrage and reducing other emotions (e.g., shame, fear, and pride) may make women (a) more willing to report sexual objectification at work and (b) less likely to blame themselves or view such actions positively (i.e., benign responses).

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