바로가기메뉴

본문 바로가기 주메뉴 바로가기

logo

침묵과 발언 행동의 변별성:측정 모형 비교 및 침묵 행동의 증분 설명력

Discrimination between Silence and Voice Behavior in measurement and the incremental validity

한국심리학회지 : 문화 및 사회문제 / Korean Psychological Journal of Culture and Social Issues, (P)1229-0661; (E)1229-0661
2013, v.19 no.1, pp.1-17
정현선 (고려대학교)
  • 다운로드 수
  • 조회수

초록

본 연구는 조직 내 종업원들의 침묵 행동이 단순한 발언의 부재를 의미하는지 혹은 발언 행동과는 서로 구분되는, 별개 차원의 행동인지 여부를 측정 모형을 통해 확인하고, 구체적인 침묵 행동의 유형인 방어적, 체념적 침묵 행동이 발언 행동을 넘어서는 증분의 설명량을 가질 것인가에 대해 탐색적인 접근을 시도하였다. 자료 수집을 위해 현재 조직에 속해 상사와 상호작용하며 업무를 수행하고 있는 204명의 개인들을 대상으로 설문조사를 실시하였다. 본 연구에서는 설정된 연구문제들을 확인하기 위해 Pinder와 Harlos(2001) 및 Van Dyne, Ang, 그리고 Botero(2003)의 제안을 토대로, 발언과 침묵 행동에 대한 측정 모형들을 구축하여 확인적 요인 분석을 실시하였다. 분석 결과, 침묵 행동은 일반적 혹은 동기를 포함한 구체적 유형으로 조작화 되었을 때도 발언 행동과 서로 구분될 수 있음이 확인되었으며, 구체적 침묵 유형들은 팀 성과와 팀 몰입에 대해 증분의 설명량을 갖는 것으로 나타났다. 이러한 연구 결과를 바탕으로 침묵 행동에 대한 연구적 함의를 논의하고 향후 연구를 위한 제언을 제시하였다.

keywords
침묵 행동, 발언 행동, 방어적 침묵, 체념적 침묵, 증분 설명력, 측정 모형, Silence Behavior, Voice Behavior, Defensive Silence, Acquiescent Silence, Discrimination, incremental validity

Abstract

The present study aimed to investigate the discrimination between employee voice and silence behavior in measurement: it is silence behavior the absence of voice or not? It was examined using confirmatory factor analysis. Five measurement models based on the suggestion of Pinder & Harlos(2001) and Van Dyne, Ang, & Botero(2003) were compared. Additionally, the hierarchical multiple regression analysis was conducted for examining the incremental validity of silence behaviors over voice. A total of 204 employees who worked with their own supervisor were surveyed. Results indicated that silence behavior could be a separate construct from voice. Findings also showed that silence behaviors could be distinguished by the level of concreteness in definition, difference in content of motivation and have the incremental validity over voice in only acquiescent Silence. From these results, the theoretical implications of findings, limitations, suggestions for future research were discussed in discussion.

keywords
침묵 행동, 발언 행동, 방어적 침묵, 체념적 침묵, 증분 설명력, 측정 모형, Silence Behavior, Voice Behavior, Defensive Silence, Acquiescent Silence, Discrimination, incremental validity

참고문헌

1.

김유리 (2010). 지각된 상사의 지위와 조직 침묵의 관계. 고려대학교 대학원 심리학과 석사학위논문.

2.

박광배 (2000). 다변량분석. 학지사.

3.

배병렬 (2002). 구조방정식 모델 이해와 활용. 대경.

4.

이지은 (2011). 팀제 운영 기업에서 개인이 인식하는 팀의 특성과 지식 공유 정도, 팀 성과의 관계규명. 이화여자대학교 대학원 석사학위논문.

5.

장 미 (2012). 상사의 리더십과 절차공정성의 부재가 종업원 침묵에 미치는 영향: 지각된 불확실성을 통한 위험추구성향의 조절된 매개효과. 고려대학교 대학원 석사학위논문.

6.

정현선, 하헌경, 박동건 (2010). 조직 침묵이 이직의도에 미치는 영향: 조직 냉소주의를 통한 자기 효능감의 매개된 조절 효과. 한국심리학회지: 산업 및 조직, 23(1), 89 -104.

7.

Bentler, P. M. (1980). Multivariate analysis with latent variables: casual modeling. Annual Review of Psychology, 31, 419-456.

8.

Brinsfield, C. T., Edwards, M. S., & Greenberg, J. (2009). Voice and Silence in Organizations: Historical review and current conceptulizations. In J. Greenberg & M. S. Edwrads(Eds), Voice and Silence in Organizations (pp.3-33). UK: Emerald Group Publishing.

9.

Broff, K. E., & Lewin, D. (1997). Loyalty, voice, and intent to exit a union firm: a conceptual and empirical analysis. Industrial and Labor Relations Review, 19, 437-451.

10.

Edwards, M. S., Ashkanasy, N. M., & Gardner, J. (2009). Deciding to speak up or remain silent following observed wrongdoing: The role of discrete emotions and climate of silence. In J. Greenberg & M. S. Edwrads(Eds), Voice and Silence in Organizations (pp.83-110). UK: Emerald Group Publishing

11.

Farrell, D. (1983). Exit, voice, loyalty, and neglect as responses to job dissatisfaction: a multidimensional scaling study. Academy of Management Journal, 26, 596-607.

12.

Greenberg, J., & Edwards, M. (2009). Preface. In J. Greenberg & M. S. Edwrads(Eds), Voice and Silence in Organizations (pp.xi-xv). UK: Emerald Group Publishing.

13.

Harvey, P., Martinko, M. J., & Douglas, S. C. (2009). Casual perceptions and the decision to speak up or pipe down. In J. Greenberg & M. S. Edwrads(Eds), Voice and Silence in Organizations (pp.63-82). UK: Emerald Group Publishing.

14.

Hederson, J. C. & Lee, S. (1992). Managing I/S design team: a control theory perspective, Managing Sceience, 38, 757-777.

15.

Johannesen, R. L. (1974). ‘The functions of silence: a plea for communication research’. Western Speech Journal, 2, 25-35.

16.

J̤öreskog, K. G., & Sörborn, D. (1993). Structural Equation Modeling with the SIMPLIS Command Language. Chicago: Scientific Software International Inc.

17.

LePine, J. A. and Van Dyne, L. (1998). Predicting voice behaviour in work groups. Journal of Applied Psychology, 83, 853-68.

18.

May, S., & Murphy, D. K. (2004). Engaging organizational theory and research: Multiple perspectives. Newberry Park, CA: Sage.

19.

Milliken, F. J., & Morrison E. W. (2003). Shades if silence: emerging themes and future directions for research on silence in organizations. Journal of Management Studies, 40(6), 1563-1568.

20.

Milliken, F. J., Morrison E. W. & Hewlin, P. F. (2003). An exploratory study of employee silence: issues that employee don't communicate upward and why. Journal of Management Studies, 40(6), 1453-1476.

21.

Milliken, F. J., Morrison E. W. & Hewlin, P. F. (2003). An exploratory study of employee silence: issues that employee don't communicate upward and why. Journal of Management Studies, 40(6), 1453-1476.

22.

Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in pluralistic world. Academy of Management Review, 25, 706-725.

23.

Morrison, E. W., Weeler-Smith, S. L., & Kamdar, D. (2011). Speaking up in groups: A cross-level study of group voice climate and voice. Journal of Applied Psychology, 96(1), 183-191.

24.

Mowday, R. T., Steer, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 17, 263-290.

25.

Pinder, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. K. M. Rowland & G. R. Ferris. (Eds.), Research in Personnel and Human Resources Management, Vol. 20, 331-369. New-York: JAL Press.

26.

Rosen, S., & Tesser, A. (1970). On reluctance to communicate undesirable information: the mum effect. Sociometry, 33, 253-263.

27.

Ryan, K. D., & Oestreich, D. K. (1991). Driving fear out of the workplace: how to overcome the invisible barriers to quality, productivity, and innovation. San Francisco: Jossey-Bass.

28.

Scott, R. L. (1993). Dialectical tensions of speaking and silence. The Quarterly Journal of Speech, 79, 1-18.

29.

Van Dyne, L., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimentional constructs. Journal of Management Studies, 40(6), 1359-1392.

30.

Weiss, H., M., & Corpanzano, R. (1996). Affective events theory: a theoretical discussion of the structure, causes, and consequences of affective experiences at work. In B. M. Staw & L.L. Cummings(Eds.), Research in Organizational Behavior (Vol. 19, pp.1-74). Greenwich, CT: JAI Press.

31.

Williams, L. J., & Holahan, P. J. (1994). Parsimony -based fit indices for multi-indicator models. Structural Equation Modeling, 1, 161-189.

한국심리학회지 : 문화 및 사회문제