Organisational silence is defined as situations where employees intentionally or unintentionally hold back information that might be valuable for their organisation (Bagheri, Zarei, & Aeen, 2012) and is categorized as either prosocial, defensive or acquiescent silence (Dyne, Ang, & Botero, 2003). Prosocial silence refers to the conscious decision of withholding information, ideas or opinions so as