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Research on Employees′ Behavior of Silence and Voice based on Organizational Identification
SHI Guan-feng, WANG Liang
2014, 56(2):
118-123.
DOI: 1001-148X(2014)02-0118-06
From the perspective of organizational identification, employees will advise the organization, both on a high and low level of organizational identification. However, the previous studies did not give a satisfactory explanation for this phenomenon. The paper discussed the relationship change between employee silence and voice behavior at different levels of organizational identification, based on the clearing of each variable′s boundary, and found that the relationship between organizational identification and the behavior of employees is not a simple positive or negative relationship, but is a complicated nonlinear relationship:when the employees have a low level of organizational identification, they have more silence behavior than voice behavior, and with the enhancement of employees′ organizational identification, they have more silence behavior and less voice behavior gradually; when the employees are at an ambivalent identification and neutral identification, they have the most silent behavior and least voice behavior; when employees have a relatively high degree of organizational identification, their silence behavior will decrease, and the voice behavior will increase gradually until they have more voice behavior than silence behavior.
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