Do I Hear the Whistle…? A First Attempt to Measure Four Forms of Employee Silence and Their Correlates

By M. Knoll, Rolf van Dick. 2013

325 citations recorded by the source corpus.

Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/00594a2646d780092f1f401894270f1095654016

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Information Systems and Management

1. M. Knoll
2. Rolf van Dick
3. Arpana Rai
4. Upasna A. Agarwal
5. A. Humphrey
6. M. R. Edwards

In Organizational Behavior and Human Resource Management

1. Upasna A. Agarwal
2. Arpana Rai
3. M. Knoll
4. Rolf van Dick
5. A. Humphrey
6. Alper Ertürk
7. M. R. Edwards
8. Blake E. Ashforth

In Sociology and Political Science

1. M. Knoll
2. Rolf van Dick
3. Arpana Rai
4. Upasna A. Agarwal
5. Alper Ertürk

Citations in the corpus

• Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification (2013, background): “prohibitive voice; Liang et al., 2012), this sometimes evokes suspicion, opposition, and even retaliation (Cortina & Magley 2003; Near & Miceli, 1996). Thus, employees may remain silent because they are afraid of negative consequences (i.e. quiescent silence; Pinder & Harlos, 2001). Besides remainin”
• Workplace bullying and employee silence (2017, background): “Silence is associated with a wide range of detrimental employee outcomes like low commitment, low motivation, job dissatisfaction, low innovation, cynicism, etc. (Knoll and Dick, 2013a; Tangirala and Ramanujam, 2008; Vakola and Bouradas, 2005; Wang and Hsieh, 2013).”