Abstract
This study investigates the impact of organizational silence on counterproductive work behavior (CWB) and subsequent turnover intention. It also tested the difference between contract and regular workers in these relationships. To verify the hypotheses, the study used structural equation modeling (SEM) applied to 337 employees in the foodservice industry. The results show that: 1) Two types of silence behavior (acquiescent and defensive silence) significantly influence counterproductive work behavior (CWB). 2) Interpersonal CWB had a positive influence on turnover intention, whereas organizational CWB did not significantly impact turnover intention. 3) Acquiescent silence did not significantly affect turnover intention, while defensive silence did significantly influence turnover intention. 4) Contract workers showed higher turnover intention than regular workers through acquiescent silence. Limitations and future research directions are also discussed.
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