Digital Transformation and Employee Silence: When and How Silence Shapes Perceived Organizational Innovativeness

This paper examines the relationship between employee silence and career development among the employees of palm oil industry in Malaysia. Employee silence has a significant impact on the training access, superior support, career success and future employability which overall affects the attraction of new talents to palm oil sector. This conceptual paper explores how different type of employee silence plays an important aspect towards employee’s career development in palm oil sector with job satisfaction as a mediating variable. It was found through literatures that reduced employee silence and supported by supervisory trust and psychological safety can significantly increase career development opportunities among employees and can attract more locals to join the industry with more clear career trajectories.

The power that nurse managers exercise significantly determines the extent to which clinical nurses can voice their opinions and communicate effectively within the organization. This study aimed to examine the relationships between clinical nurses' perceptions of nurse managers' use of power and nurses' professional silence. This cross-sectional study was conducted with 292 clinical nurses from July 25, 2024, to February 17, 2025. Data were collected using a personal information form (comprising the Nurse Manager Perception Questionnaire [NMPQ] in its second section), the Employee Silence Behavior Scale, and the Perceived Power in Nurse Managers Scale. Data were analyzed using the Mann-Whitney U test and Pearson correlation analysis. The findings revealed that single nurses and those without children perceived nurse managers' power differently. Clinical nurses who believed that their nurse managers met expectations, communicated effectively, and adopted a team-oriented approach had significantly higher perceptions of "charismatic power," "reward power," "legitimate power," and "expert power" (p < 0.05). Conversely, perceptions of coercive power were higher among clinical nurses who could not communicate effectively with their managers and who did not believe their managers influenced their working conditions (p < 0.05). A significant positive correlation was found between clinical nurses' silence and their perception of nurse managers' coercive power (p < 0.05). The study concluded that as clinical nurses' perception of nurse managers' coercive power increased, their professional silence also increased. Conversely, effective communication, meeting expectations, and a team-oriented approach enhanced their perceptions of nurse managers' charismatic, expert, legitimate, and reward power. These findings suggest that how nurse managers use power decisively influences the communication and silence behaviors of clinical nurses. Therefore, organizational and managerial strategies aimed at reducing clinical nurses' silence are essential for ensuring a safe working environment and delivering quality nursing care.

Employe silence, especially in safety-critical industries like aviation, poses significant risks to operational safety and communication flow. Understanding the psychological mechanisms behind silence behaviors is therefore crucial for both academic and managerial perspectives. This research explores how psychological empowerment influences the relationship between organizational justice, psychological safety, and employee silence, based on data from 300 cabin crew members working in İstanbul. Findings reveal that perceptions of unfairness and psychological unsafety significantly increase employee silence. Psychological empowerment serves as a key mediator, showing that when employess feel competent and autonomous, they are more likely to voice concerns. The study emphasizes the need for fair and psychologically safe work enviroments, especially in safety- critical sectors like aviation, to promote employee engagement, operational efficiency, and organizational resilience. These findings contribute to the literature by highlighting psychological empowerment as a key mechanism in reducing silence, and offer actionable insights for human resources practces in regulated sectors.

IntroductionOrganizational silence is prevalent in healthcare and negatively affects nurses and organizational development. This study determined whether coworker support mediates the relationship between organizational silence and work engagement among nurses.MethodsA quantitative cross-sectional survey was conducted using convenience sampling. The Utrecht Work Engagement Scale-17, Peer Supporting Scale, and Employee Silence Behavior Survey Questionnaire were used to measure the key variables. Descriptive statistics, Pearson correlation analysis, and a structural equation modeling with bootstrap method were performed.ResultsA total of 597 registered nurses from 21 general hospitals in China participated. Nurses’ work engagement (72.09 ± 20.33), coworker support (108.60 ± 20.66), and organizational silence (32.23 ± 11.06) were at moderate levels. Work engagement was positively correlated with coworker support, while both work engagement and coworker support were negatively correlated with organizational silence (all p < 0.01). Mediation analysis indicated that the direct effect value of work engagement on organizational silence was −0.155 (95% CI: −0.217 ~ −0.094, p < 0.001). The indirect effect value of work engagement on organizational silence through coworker support was −0.197 (95% CI: −0.236 ~ −0.160, p < 0.001), accounting for 56.13% of the total effect (−0.351; 95%CI: −0.410 ~ −0.292, p < 0.001).ConclusionWork engagement was negatively correlated with organizational silence, in which coworker support played a partial mediating role. It is recommended to enhance the positive impact of work engagement on organizational behavior through strengthening coworker support among nurses, thereby reducing organizational silence, fostering a better work environment, and ultimately enhancing the quality of nursing care.

This study aims to assess the extent of organisational silence among new nurses, analyse how structural empowerment and role ambiguity influence this silence, and determine whether role ambiguity mediates the relationship between structural empowerment and organisational silence. The findings intend to offer practical guidance for nursing managers in supporting new nurses by minimising role ambiguity and fostering open communication during the transition into clinical practice. New nurses commonly exhibit organisational silence during their transition process. Although research indicates that structural empowerment, role ambiguity and organisational silence are interrelated, the underlying mechanisms among these three factors remain unclear. A cross-sectional design. A convenience sampling approach was adopted between September 2024 and March 2025. The study recruited 680 new nurses from 15 tertiary A-level hospitals located in Guangzhou, Changsha and Hangzhou. Data collection instruments included a demographic information form, the Chinese version of the Nursing Role Conflict and Role Ambiguity Scale, the Employee Silence Behaviour Questionnaire and the Job Efficiency Conditions Scale. To examine the mediating role of role ambiguity in the relationship between structural empowerment and organisational silence, structural equation modelling (SEM) was applied. A total of 628 new nurses participated in the survey. Structural empowerment was negatively correlated with role ambiguity (p < 0.01) and organisational silence (p < 0.01). The mediation analysis indicated that role ambiguity partially mediated the relationship between structural empowerment and organisational silence. Specifically, the mediating effect of role ambiguity was -0.14, accounting for 31.11% of the total effect. This research indicated that new nurses exhibited a below-average level of structural empowerment, while their levels of role ambiguity and organisational silence were above average. Specifically, structural empowerment had a negative impact on both role ambiguity and organisational silence; role ambiguity positively predicted organisational silence. Furthermore, role ambiguity played a significant mediating role in the relationship between structural empowerment and organisational silence. The findings indicate that nursing managers should not only focus on enhancing the structural empowerment of new nurses but also strengthen their role awareness, ensuring it plays a key role in reducing levels of organisational silence. This study did not involve patients, service users, caregivers, or members of the public.

Utilizing the framework of conservation of resources theory and social exchange theory, this study seeks to examine the influence of workplace bullying and employee silence on workplace deviance while exploring the role of stress in this phenomenon. Multi-wave data was received from 250 employees from the textile industry of Pakistan through a convenience sampling technique. It was analyzed using the partial least squares technique. In light of the results derived from the analysis, there exists a positive impact of workplace bullying and employee silence on workplace deviance. Moreover, there exists a partial mediation in the model through stress. Organizations have to pay huge tangible and intangible costs associated with workplace deviance. The study adds insight into the conservation of resources theory by highlighting the mediating role of stress in the said relationships in the organization. By highlighting the role of workplace bullying, silence, and stress in workplace deviance, this study offers practical insights for interventions. Organizations can address bullying, foster open communication, and implement stress management to reduce deviant behaviors and associated costs, ensuring a healthier work environment. Considering this type of study to be unique in the Pakistani context, this research holds a landmark of its own.

Can Silence Be Morally Right? Metaphysical Foundations for Employee Silence

ABSTRACT Little research has been undertaken on one of the largest and, arguably, critical workforces in the health sector—Allied Health (AH) professionals. These professionals encompass a diverse range of healthcare experts, including radiographers, psychotherapists, and occupational therapists (excluding doctors, nurses, and paramedics), and they are frequently deployed in hospital settings as part of multidisciplinary teams. As such this research explores the impact on workload on this highly integrated group and their ability to work effectively. Through an online survey with both closed and open‐ended questions, this study investigates the impact of increased workload on employee silence and its potential adverse effects on engagement and the intention to leave of this critical workforce ‐ allied health professionals. The survey sample consisted of 1160 participants, including radiographers, psychotherapists, and occupational therapists, with 334 participants providing comments in the open‐ended questions. We discovered that trust in management significantly moderates the detrimental effects of workloads on these variables, particularly the intention to leave. The findings of this research contribute to the human resource management (HRM) literature in two significant ways. First, our study enhances the employee silence literature by addressing issues under management's purview for control and change. Second, it advances our understanding of protective resources that can mitigate the negative consequences of workloads on employee silence, thereby bolstering engagement and retention intentions. It is important for an HRM audience as we argue that perceived workload expectations impact employee voice systems negatively where there is an erosion of trust with management. However, by building trust through open communication and feedback, HRM can decrease AH professionals' intention to leave.

This study contributes to the literature on employee silence by examining both individual- and team-level antecedents and identifying how supportive factors can buffer negative influences. Specifically, the study investigates the impact of social loafing and group conflict on employee silence, while also exploring the moderating effects of developmental experience and leader–member exchange (LMX). At the individual level, reduced accountability through social loafing is associated with increased silence. At the team level, group conflict undermines psychological safety and restricts open expression. In contrast, developmental experiences and high-quality LMX relationships foster responsibility, confidence, and inclusion, thus encouraging voice behavior. Data were collected from 129 employees working in an autonomous unit of a major Mongolian mining company. Structural equation modeling was employed to test the hypothesized relationships. The findings provide new insights into how developmental and relational factors can be leveraged to reduce silence in high-risk, team-based environments. Practical implications include targeted leadership development and employee training initiatives to cultivate a psychologically safe and communicative organizational climate. Keywords: employee silence, employee voice, social loafing, developmental experience, group conflict, leader-member exchange DOI: 10.7176/EJBM/17-8-01 Publication date: September 30th 2025

Based on the Conservation of Resources theory, this study investigates the relationship between abusive supervision and employee silence, with particular attention to the mediating effect of organization based self esteem. This study conducted a two wave survey involving 220 employees from manufacturing firms in South Korea. The findings indicate the following: First, abusive supervision positively impacts acquiescent silence, defensive silence, and disregardful silence. Second, abusive supervision negatively impacts organization-based self-esteem. Third, organization-based self-esteem negatively impacts acquiescent silence, defensive silence, and disregardful silence. Finally, it reveals the mediating effect of organization-based self-esteem between abusive supervision and employee silence. This study deepens the understanding of the mechanisms through which abusive supervision leads to employee silence. By identifying distinct forms of employee silence and their psychological origins, the study provides actionable recommendations for organizations to mitigate silence through leadership development and strengthened resource management.

This study aims to determine the effect of perceived gender discrimination on emotional exhaustion and the moderating role of employee silence in this relationship. Although it has been examined conceptually, there is no study that evaluates all concepts in a holistic model. In this respect, the research has a unique value in terms of contributing to the literature. The sample of the study, which adopts a quantitative research method, consists of enterprises operating in Ankara. The questionnaire forms created within the scope of the research with 397 women working in these enterprises were applied. In the analysis of the data obtained, SPSS v24 package program was used to determine pretests, descriptive statistics and relationships between variables, and IBM AMOS v24 package program was used for CFA analysis. In the study, firstly, the effects of perceived gender discrimination and employee silence on emotional exhaustion were tested. As a result of the analysis, it was found that perceived gender discrimination and employee silence (defensive silence, silence for the benefit of the organization and accepting silence) have an effect on emotional exhaustion, and defensive silence has a moderating role in the relationship between perceived gender discrimination and emotional exhaustion. As a result of the research, recommendations were made for decision makers, employers and for further research.

This research examines the effects of individual and organizational factors on four types of employee silence: acquiescent, defensive, pro-social, and adaptive. Based on the conservation of resources theory, this study demonstrates that both individual- and organizational-level factors significantly influence social workers’ decisions to remain silent. As frontline workers in the service delivery chain, social workers possess critical insights into improving relevant policies. However, withholding such valuable information through silence can negatively impact organizations. To find some clues about decreasing employee silence, this study conducted a hierarchical linear model analysis with data from 1,537 frontline social workers in 359 community social service agencies in South Korea. The results indicate that, among organizational factors, larger organizational size increases acquiescent and defensive silence, whereas the presence of a formal mentoring system reduces the likelihood of acquiescent silence. Among individual factors, surface acting increases acquiescent, defensive, and pro-social silence, while autonomy and intrinsic motivation decrease acquiescent, defensive, and adaptive silence. Interestingly, pro-social silence shows distinct results, with leader tenure and intrinsic motivation contributing to its increase.

As layoffs mount amid the slowing economy in the information era, employees have been inundated with layoff news from time to time. However, limited research has examined whether and how layoff news consumption influence employees’ attitudes and behaviors in the workplace. Drawing from social information processing theory, this study examined the mechanisms and boundary conditions underlying the impact of layoff news consumption on employee silence behavior. We outlined a cognitive pathway in which layoff news consumption leads to employee silence through increased job insecurity, and an affective pathway in which layoff news consumption generates employee silence through decreased trust in organization. We considered an amplifying effect from the perspective of family motivation, and found family motivation strengthened the positive indirect effect of layoff news consumption on employee silence via job insecurity. However, family motivation was not found to strengthen the indirect effect of layoff news consumption on silence behavior via trust in organization. These findings offer a new perspective on employees’ responses to layoffs, with valuable theoretical and practical implications.

The purpose of the study is to examine the influence of perceived organisation support on employee silence and organisation commitment and investigate the mediating role of employee silence between. The paper is based on a survey of 233 bank employees in the Punjab and Chandigarh. SPSS 23 is used for descriptive analysis, and AMOS 23 is used for hypothesis testing. The findings revealed that perceived organisation support has a significant positive influence on organisation commitment and a significant negative influence on employee silence. Employee silence has a significant negative influence on organisation commitment. The study also validates the mediating role of employee silence between perceived organisation support and organisation commitment. The findings suggest several implications for bank management to implement programs and interactive sessions to develop harmonious relations within the organisation, develop a safe working environment, and adopt an open-door policy where employees can voice their opinions without fearing reprisal.

This study investigates the influence of workplace ostracism and low emotional intelligence on behaviors of employees due to knowledge hiding, with a focus on mediating role of employee silence. Data were collected from 123 professional employees in the financial sector (Banks) of south Punjab region using a five-point Likert scale. The findings reveal that workplace ostracism has a significant positive effect on knowledge hiding, though no substantial relationship was found with rationalized hiding. Specifically, workplace ostracism exacerbates employee silence and increase job tension, with employee silence serving as a mediator in the link between ostracism and knowledge hiding behaviors.

This study investigates the relationship between psychological safety and different types of silence — defensive, diffident, relational, ineffectual, and deviant — within the context of employee-supervisor interactions. Additionally, it examines the impact of sociodemographic variables on the manifestation of silence and its association with psychological safety. The research included 486 employees from a Portuguese aviation company. Data were analyzed using descriptive and inferential statistical methods with SmartPLS. The results indicate a negative correlation between psychological safety and all types of silence, suggesting that psychologically safe work environments reduce employees' tendency to withhold concerns. Furthermore, significant effects of sex, education, and seniority were observed in the adoption of silence. Based on these findings, the study proposes innovative strategies to enhance psychological safety and mitigate silence, fostering a more open environment for communication, innovation, and active employee participation.

Illegitimate tasks, considered unnecessary or outside the scope of an employee's role, can negatively impact their well-being in modern environments. Currently, the work examines the association between employee silences and stress, emotional fatigue, and illegal behavior. Despite legitimate ones, illegitimate chores can be classified into two types — unreasonable tasks that are beyond the normal scope of an employee’s job duties and needless tasks that employees believe are redundant in nature. These responsibilities can lead employees to feel overworked and underappreciated, increasing stress levels. Employee silence, the deliberate avoidance of voicing concerns or suggestions related to work topics, can arise as an adaptive response. Factors like fear of retaliation, organizational culture, and power dynamic can suppress employees from speaking up. Ongoing exposure to these stressors leads to emotional exhaustion, a leading feature of burnout, which is defined as the fatigue, diminished motivation, and decreased work performance that people can experience. As we read the study, we were intrigued with the concept of illegitimate tasks — things that employees feel they shouldn’t have to do, have to do but not at work and waste time doing, and ultimately how in this case, being disrespected and forced to balance what is legitimate and illegitimate became a problem where silence beat confrontation causing employees to feel even more stressed. The knock-on impact is emotional depletion, impacting personal output and business performance negatively. Future studies should explore factors that might moderate these relationships (e.g., leadership style, workplace support systems) in order to craft more effective intervention strategies.

The aim of this research paper was to investigate whether a relationship existed between employee silence and employee spirituality among employees working within the Egyptian media system. A quantitative research technique was adopted depending on previously designed surveys of high validity and reliability according to Cronbach’s alpha test, where 384 surveys where distributed randomly and collected. First, a normality test was conducted that showed that the sample was not normally distributed. Consequently, correlation coefficients and regression analysis tests were adopted. Results of which showed that there was a significant relationship between both employee silence and employee spirituality was reached, leading to the acceptance of the alternate hypothesis that is there is a significant relationship between employee silence and employee spirituality and refusing the null one. Research limitations were provided as the study was considered a novel one and was tested only in the Egyptian media system. Additionally, recommendations were included to provide guidance to future researchers and scholars alike.

BackgroundNurses have a crucial role in recognizing potential dangers to patient safety during direct patient care. However, there are occasions when they opt to stay quiet instead of voicing their concerns, ultimately endangering patients. The underlying reasons for this silence pose a significant challenge in the nursing industry. While it’s known that workplace conditions contribute to this silence, the specific ways in which this occurs need to be clarified. This research aimed to investigate the factors that lead nurses to remain silent about patient safety, specifically focusing on environmental influences in Ardabil City.MethodsThis descriptive and analytical study examined 630 nurses, including head nurses, from five medical training centers in Ardabil, northwest Iran. The primary instruments used in the research included the Employee Silence about Patient Safety Questionnaire, the Practice Environment Scale of the Nursing Work Index (PES-NWI), measures of psychological safety, leader-member exchange (LMX) assessments, and evaluations of professional discrimination. Data analysis was performed using SPSS version 16.0, applying descriptive statistics, t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical regression analysis.ResultsThe average score for employee silence regarding patient safety was 2.62, with a standard deviation of 0.98. Several factors were found to be significant predictors of employees’ silence about patient safety, including nurse participation in hospital affairs (ß = 0.196, p = 0.002), nurse’s role in the quality of care (ß = -0.352, p < 0.001), staff and facility adequacy (ß = 0.156, p = 0.001), communication with the physician (ß = -0.105, p = 0.015), LMX (ß = -0.284, p < 0.001), and job position (ß = -0.093, p = 0.018).ConclusionThis study has identified several critical factors influencing employee silence regarding patient safety, including nurse involvement in hospital decision-making, the quality of care, communication with physicians, and job positions. To address these challenges, healthcare organizations must implement standardized protocols, improved communication channels, regular safety training, and the integration of advanced technologies. Increasing nurse participation in decision-making processes and strengthening communication between nursing staff and physicians can foster a culture of openness that encourages employees to voice their safety concerns. By creating an environment where staff feel supported and empowered to speak up, healthcare facilities can enhance patient safety and improve overall care quality, ultimately leading to a safer working environment for healthcare professionals.