Abstract
Purpose of the study: This study compared the effect of paternalistic leadership on employee voice and silence motives based upon gender-based similarity attraction account among employee-leader dyads in Higher Educational Institutions (HEI). The study was conducted in public sector universities of Balochistan, Pakistan.
 Methodology: The Study used Partial least squares–structural equation modelling, along with advanced methods for multi-group analysis, to assess and compare the proposed relationships between the gender similar and dissimilar dyads.
 Main findings: The results of this study revealed significant differences between groups for the effect of the authoritative dimension of paternalism on pro-social silence, benevolence dimension of paternalism on quiescence silence and quiescence voice, and morality dimension on opportunistic silence.
 Application of the study: The current study might help HEI authorities in understanding the effects of paternalistic leadership and diversity management.
 Novelty/Originality of the study: This study makes a significant theoretical contribution by comparing the effect of paternalistic leadership on voicing motives of employees based on similarity attraction account between gender similar and dissimilar leader-subordinate dyads.
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