Relationships Among Silence Climate, Employee Silence Behaviour and Work Attitudes: The Role of Self-Esteem and Locus of Control*

Amah, Okey E.; Okafor, Chinwuba A.

doi:10.3923/ajsr.2010.267.277

Cited by 3 publications

(1 citation statement)

References 1 publication

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“…Similarly, the finding confirms a study by Akinwale (2019) that low level of voice behaviours was influenced by the supervisor-subordinate relationship. This is supported by (Amah and Okafor (2008) that top management attitude and supervisors' attitude (handling of suggestions, problems, conflict in the workplace) influence employee silence behaviour measured with how employees do you express disagreement with your managers concerning company issues.…”

Section: Descriptive Statistics Of Respondents' Demographic Character...mentioning

confidence: 94%

Perceived Organizational Support and Voice Behavioural Performance in Public Organizations in Nigeria

Akhimien

Kadiri

2022

JEB

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This study investigated the relationship between perceived organisational support and voice behavioural performance in selected public sector organisations in Nigeria. Two dimensions of employees’ voice behavioural performance, which are, promotive voice behavioural performance and prohibitive voice behavioural performance were empirically examined. The organisational support dimensions explored are: employers support, supervisors support, and fellow employees support. A survey research design which employed the use of the questionnaire was used to collect the needed date from the respondents. Data which was generated from three hundred and fifty selected respondents were analyzed using descriptive statistics such as percentages analysis and inferential statistics such as multiple regression. The result of the study revealed that all the three dimensions of organisational support examined, that is, employers support, supervisors support, and fellow employees support were significantly related to promotive voice behavioural performance and prohibitive voice behavioural performance. It is recommended that public sector organisations in Nigeria should provide more support to its employees; direct heads of units and departments in the various ministries and government institutions to put measures in place to improve the well-being of their subordinates and also encourage employees to engage in prosocial behaviour as this might enhance behavioural voice performance.

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Section: Descriptive Statistics Of Respondents' Demographic Character...mentioning

confidence: 94%

Perceived Organizational Support and Voice Behavioural Performance in Public Organizations in Nigeria

Akhimien

Kadiri

2022

JEB

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Relation of Organizational Trust and Organizational Silence: An Example of a University Hospital

Doğrusöz

2023

Black Sea Journal of Health Science

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Bir kamu üniversite hastanesindeki çalışanların (hekim, hemşire, biyolog, laborant ve idari personel) örgütsel güven ve sessizlik düzeylerini belirlemek ve aralarındaki ilişkiyi incelemektir. Kesitsel tipteki bu araştırma, bir kamu üniversite hastanesinde çalışan 324 sağlık çalışanı ve 53 idari personel ile gerçekleştirilmiştir. Veriler, katılımcıların kişisel ve mesleki özelliklerini içeren bilgi formu, “Örgütsel Sessizlik Ölçeği” ve “Örgütsel Güven Ölçeği” kullanılarak anket yöntemiyle toplanmıştır. Veri analizinde tanımlayıcı istatistikler, korelasyon ve regresyon analizleri kullanılmıştır. Ortaya çıkan sonuçlar %95 güven aralığında, anlamlılık ise p

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The Effect of Nepotism on Organizational Silence, Alienation and Commitment: A Study on Hotel Employees in Turkey

Pelit

Dinçer

Kılıç

2015

jmr

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<p>The aim of this study is to determine the effect of nepotism on organizational silence, alienation and commitment. As a data collecting method a questionnaire which contains nepotism, organizational silence, alienation and commitment scales was used. It was applied on 662 employees working in 30 five star hotels in Turkey. Since nepotism covers the practices in establishments in which family-relative relations are concentrated, the hotels included in the sampling group have been selected from establishments whose proprietors are a part of a family/family group. Factor analysis, Cronbach’s Alpha, mean, standard deviation, correlation and regression analysis were used to analyze the acquired data. The study results revealed that nepotism has a positive relationship with organizational silence and alienation and a negative relationship with organizational commitment. </p>

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Relationships Among Silence Climate, Employee Silence Behaviour and Work Attitudes: The Role of Self-Esteem and Locus of Control*

Cited by 3 publications

References 1 publication

Perceived Organizational Support and Voice Behavioural Performance in Public Organizations in Nigeria

Perceived Organizational Support and Voice Behavioural Performance in Public Organizations in Nigeria

Relation of Organizational Trust and Organizational Silence: An Example of a University Hospital

The Effect of Nepotism on Organizational Silence, Alienation and Commitment: A Study on Hotel Employees in Turkey

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