Employee silence: Quiescence and acquiescence as responses to perceived injustice

By C. Pinder, K. Harlos. 2001

807 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/258cc4b8d3872fc3b11b170c75ec07f8f082016c

How researchers see this paper

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

Citations in the corpus

Workplace bullying and employee silence (2017, background): “…2003), to protect their relationship with their supervisor (relational silence; Dedahanov et al., 2016), and as a way to express their acceptance of the organizational circumstances (ineffectual silence; Brinsfield, 2013, Dyne et al., 2003; Morrison and Milliken, 2000; Pinder and Harlos, 2001).”
Antecedents and consequences of organisational silence: an empirical investigation (2005, background): “442 More specifically, Senge (1999) describes this silence climate in a change context indicating that organisations operate in a ‘‘silo’’ mentality in which people tend to handle problems in their own functional areas, ignoring the difficult interaction between the silos.”
The Silent and the Silenced in Organizational Knowing and Learning (2009, methodology): “Reasons for withholding knowledge may include regaining control, increasing the sense of self (Morrison and Milliken, 2000; Pinder and Harlos, 2001) and ‘beating’ other teams within the organization (Athanassiades, 1973b).”
How and When Compulsory Citizenship Behavior Leads to Employee Silence: A Moderated Mediation Model Based on Moral Disengagement and Supervisor–Subordinate Guanxi Views (2017, background): “…of CCB. Employee silence refers to employees’ intentional withholding of ideas, information, opinions, or concerns about potential organizational problems or with relevance to improvements in work and work organizations (Pinder and Harlos 2001; Tangirala and Ramanujam 2008; Van Dyne et al. 2003).”
Supervisor ostracism and defensive silence: a differential needs approach (2018, background): “Even in these situations, supervisors may be the first ones to differentiate between voice and silence (Pinder & Harlos, 2001).”
Anger in Organizations: Review and Integration (2010, background): “Silent anger occurs when individuals experience anger, but do not verbally express it to those involved or those who can address the issue (Pinder & Harlos, 2001).”
Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation (2013, background): “Scholars (Pinder and Harlos, 2001; Van Dyne et al., 2003) have argued that employee silence is a multidimensional construct and have suggested that it can be classified into three categories according to motive: acquiescent silence (a disengaged behavior stimulated by resignation), defensive…”
Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification (2013, background): “…cognitive, and/or affective evaluations of his or her organizational circumstances to persons who are perceived to be capable of effecting change”; Pinder & Harlos, 2001, p. 334), problematic situations or developments may go unnoticed and may cause harm not only to the employees and/or their…”
Authoritarian leadership and employee silence in China (2017, background): “Initial interest in employee silence arose because it was believed to be phenomenologically distinct from simply an absence of employee voice behaviour (see Pinder & Harlos, 2001; Van Dyne, Ang, & Botero, 2003).”
When Voice Matters (2015, background): “This is explicitly modeled in some pockets of the literature (e.g., “frustration effect” in Folger, 1977, and “deaf ear syndrome” in Pinder & Harlos, 2001) but remains unacknowledged in the majority of existing studies of voice outcomes.”
The Relationship between Employee Silence and Organizational Commitment in a Private Healthcare Company (2013, background): “(e.g. Pinder and Harlos 2001; Van Dyne, 2003; Briensfield 2009; Cakici 2010; Perlow and Repening; 2009, Alparslan 2010 ) 2.2.1 Acquiescent Silence In this case the concept of silence relates to occasions where employees chose not to express relevant ideas, information and opinions based on…”