Dreams of silence: Employee voice and innovation in a public sector community of practice

Gambarotto, Francesca; Cammozzo, Alberto

doi:10.5172/impp.12.2.166

Cited by 42 publications

(40 citation statements)

References 19 publications

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“…At the organizational level, silence can diminish organizational performance by reducing the chance that errors are detected and rectified (Knoll and Redman ) and that serious ethical transgressions are prevented (Clapham and Cooper ). The inability of public employees to share ideas and provide inputs may also hinder innovation (Gambarotto and Camazo ) and positive organizational change (Argyris and Schon ) and stifle employee development and creativity (Knoll and Redman ). At the individual level, silence can reduce employee job satisfaction, increase cynicism and stress, and cause emotional exhaustion (Cortina and Magley ; Whiteside and Barclay ).…”

Section: Introductionmentioning

confidence: 99%

“…The existing research focuses largely on employees of private/business organizations (Morrison ). Only one study has been conducted in a public sector setting, with a theoretical angle related to the effects of silence on innovation in public services (Gambarotto and Camazo ). We contend that silence evokes a different set of issues for government organizations, and as such, is worthy of study as a public management topic.…”

Section: Introductionmentioning

confidence: 99%

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How empowering leadership reduces employee silence in public organizations

Hassan

DeHart‐Davis

Jiang

2019

Public Administration

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The intentional withholding of critical work-related information can have serious negative consequences in public organizations. Yet, few studies have examined why public employees intentionally remain silent about problems and how to prevent such behaviour.This article provides insights into how managers may lower employee silence in government organizations. We develop a model that suggests that empowering leadership by frontline supervisors reduces public employee silence, by improving employee trust in their supervisors, granting employees control over their jobs, and strengthening identification with the organization. We test the model in two cross-sectional studies with data collected from all employees working in two local governments in the United States. We find empirical support for the model in both studies. We discuss the implications of the research results for public management scholarship and practice.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

How empowering leadership reduces employee silence in public organizations

Hassan

DeHart‐Davis

Jiang

2019

Public Administration

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“…social support, high-quality leadership or supportive workplace climates) or personal resources (self-efficacy, emotional stability, core selfevaluation) may affect the extent to which the investment of IWBs reduces or enhances burnout or turnover intentions. We recom- as Gambarotto and Cammozzo (2010) argue that silence due to top management fear was less important than silence due to fear of sharing knowledge and information with colleagues.…”

Section: Limitations and Future Research Directionsmentioning

confidence: 84%

“…), perceptions of the leader, and identifying resources lost as a result of the organizational change, which could allow greater insight into the effect of the downsizing on employee voice, IWB and burnout in survivors. Additionally, the type of voice costs might influence the results as Gambarotto and Cammozzo () argue that silence due to top management fear was less important than silence due to fear of sharing knowledge and information with colleagues.…”

Section: Discussionmentioning

confidence: 99%

Burnout and innovative work behaviours for survivors of downsizing: An investigation of boundary conditions

et al. 2019

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The purpose of this study is to explore conditions in which innovative behaviour can have either desirable or undesirable effects. The current study surveyed employees who remained in an organization following downsizing. Voice costs and perceived influence were measured as boundary conditions. Based on our understanding of Conservation of Resources theory, these variables may be particularly important to consider how individuals view innovative work behaviours in stressful situations such as experiencing downsizing. The results of this study revealed that engagement in innovative work behaviours (IWB) was associated with reduced burnout in employees when they perceived few costs of speaking up in the post downsized environment, but at very high perceptions of voice cost (above 1.74 standard deviations above the mean), this relationship was positive. Similarly, and contrary to what was expected, engagement in IWB was negatively related to burnout when employees perceived they had little influence within the organization. We discuss possible interpretations of this unexpected result. This study adds to the small body of work that examines outcomes, rather than predictors, of innovative behaviour and also identifies conditions in which engaging in innovative behaviours has a negative impact on the individual.

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“…Literatürde ayrıca kamu sektöründe yapılan çalışmaların (Gambarotto ve Cammozzo, 2010;Gül ve Özcan, 2011;Tiktaş, 2012;Özdemir ve Sarıoğlu, 2013) sayıca azlığı ve bürokratik yönetimde sessizliğin emirlere/kurallara uyma ve itaat gibi normal bir durum olarak değerlendirilmesi de araştırmanın kamu sektöründe yapılması hususunda belirleyici olmuştur. (Pinder -Harlos, 2001).…”

Section: Introductionunclassified

Gösterge Fai̇z Orani Dalgalanmalari Ve Bi̇st Endeksleri̇ Arasindaki̇ İli̇şki̇ni̇n Eşanli Kanti̇l Regresyon İle Anali̇zi̇

Uyar¹,

Uyar²,

Gökçe³

2016

eab

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ÖZETBu çalışmanın amacı, kültürel değerler ile çalışan sessizliği arasında bir etkileşim olup olmadığının tespit edilmesidir. Bu amaç doğrultusunda, İzmir'de görev yapan 306 kamu kurumu çalışanından anket yönetimi kullanılarak veriler elde edilmiştir. Öncelikle toplanan veriler aracılığıyla, ankette yer alan ifadelerin, değişkenleri ölçme gücünün açıklanabilmesi için faktör analizi yapılmıştır. Daha sonra hipotezleri test etmek amacıyla çoklu regresyon analizinden yararlanılmıştır. Araştırma bulgularına göre, çalışan sessizliği ile kültürel değerler arasında istatistiksel açıdan anlamlı bir ilişkinin olduğu tespit edilmiştir. Çalışan sessizliği türleri açısından bulgular değerlendirildiğinde, kamu kurumu çalışanlarının en fazla puro-sosyal güdülerden kaynaklı sessiz kaldıkları; kamu kurumlarının yapısı gereği, beklenen kabullenici sessizlik davranışı konusunda ise kararsız bir tutum sergiledikleri ortaya çıkmıştır.Anahtar Kelimeler: Sessizlik, Çalışan Sessizliği, Kültürel Değerler ABSTRACTThe purpose of this study is to ascertain whether cultural values have interaction with employee silence. For this purpose sampling data was collected from 306 public employee in İzmir via survey method. In order to measure the statement's exploratory power of variables, first ,factor analysis was used. Later, multiple regression analyses was conducted to test the hypotheses. Due to the research findings there is a significant statistical relationship between employee silence and cultural values. When the findings are evaluated in terms of the employee silence types; it was seen that public employees remain silent because of pro-social drivers and they show an undecisive (unstable) attitude regarding the expected acquiescent silence behaviour because of the nature of the public institutions .

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Dreams of silence: Employee voice and innovation in a public sector community of practice

Cited by 42 publications

References 19 publications

How empowering leadership reduces employee silence in public organizations

How empowering leadership reduces employee silence in public organizations

Burnout and innovative work behaviours for survivors of downsizing: An investigation of boundary conditions

Gösterge Fai̇z Orani Dalgalanmalari Ve Bi̇st Endeksleri̇ Arasindaki̇ İli̇şki̇ni̇n Eşanli Kanti̇l Regresyon İle Anali̇zi̇

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