The Effects of Cultural Values and Supervisor’s Leadership on Voice and Silence in Horizontal and Vertical Relationship in Organization Organizational communication is essential to build up vitality among employees. Whether, or how much, the employees raise a vice, or keep silent, is the most import...
The Effects of Cultural Values and Supervisor’s Leadership on Voice and Silence in Horizontal and Vertical Relationship in Organization Organizational communication is essential to build up vitality among employees. Whether, or how much, the employees raise a vice, or keep silent, is the most important variable that can explain the degree of organizational activation. According to traditional values, employee silence has been regarded as a virtue in Korean organizational culture. However, the importance of voice-making by the employees received attention in academic researches and practical organizational management because of positive effects of voice and negative effects of silence. The effects of a voice and a silence in the employee's organizational life are different depending on the motives of the voice and silence which are direct communication behaviors. This study examined which could predict employees voice or silence under organizational context. This study have 3 research objectives. First, this study examined the effects of individual cultural values(horizontal/vertical-individualism/collectivism) and supervisor's leadership(transformational and authoritative leadership) on the voice and silence in horizontal and vertical relationship in organization. Second, this study examined the impact of organizational culture as the most critical antecedent, focused on the voice, and silence, of the employee in horizontal and vertical relationship, because it is expected that effects could have inter-organizational difference. Third, this research tried to verify the effects of voice and silence on the employee's organizational behavior in both horizontal(coworker) and vertical(supervisor) relationship. For this purpose, this study is designed as multi-level research model, which can show the effects of predictor variables on both individual level(level 1) and organizational level(level 2). By reviewing the effects of predictors on both individual and organizational level, this study tried to overcome theoretical gap which remains in the extant researches on voice and silence. This study highlights the importance of voice and silence in the organization. The findings of this study are as follows. The results show that organizational and individual cultural values influence voice and silence in both horizontal and vertical relationships and motives. This study also found that the voice would influence the organizational effectiveness positively- which are organizational commitment, innovative behavior, job performance. but the silence showed an insignificant effect. According to the findings, this paper suggested the relevant theoretical and practical implications, limitations, and future research directions. Since this study verified the effects of organizational context on voice and silence of the employees, the results of this study is expected to contribute to the development of concrete management tools which can increase voice and decrease silence within the organization on the organizational and individual level.
The Effects of Cultural Values and Supervisor’s Leadership on Voice and Silence in Horizontal and Vertical Relationship in Organization Organizational communication is essential to build up vitality among employees. Whether, or how much, the employees raise a vice, or keep silent, is the most important variable that can explain the degree of organizational activation. According to traditional values, employee silence has been regarded as a virtue in Korean organizational culture. However, the importance of voice-making by the employees received attention in academic researches and practical organizational management because of positive effects of voice and negative effects of silence. The effects of a voice and a silence in the employee's organizational life are different depending on the motives of the voice and silence which are direct communication behaviors. This study examined which could predict employees voice or silence under organizational context. This study have 3 research objectives. First, this study examined the effects of individual cultural values(horizontal/vertical-individualism/collectivism) and supervisor's leadership(transformational and authoritative leadership) on the voice and silence in horizontal and vertical relationship in organization. Second, this study examined the impact of organizational culture as the most critical antecedent, focused on the voice, and silence, of the employee in horizontal and vertical relationship, because it is expected that effects could have inter-organizational difference. Third, this research tried to verify the effects of voice and silence on the employee's organizational behavior in both horizontal(coworker) and vertical(supervisor) relationship. For this purpose, this study is designed as multi-level research model, which can show the effects of predictor variables on both individual level(level 1) and organizational level(level 2). By reviewing the effects of predictors on both individual and organizational level, this study tried to overcome theoretical gap which remains in the extant researches on voice and silence. This study highlights the importance of voice and silence in the organization. The findings of this study are as follows. The results show that organizational and individual cultural values influence voice and silence in both horizontal and vertical relationships and motives. This study also found that the voice would influence the organizational effectiveness positively- which are organizational commitment, innovative behavior, job performance. but the silence showed an insignificant effect. According to the findings, this paper suggested the relevant theoretical and practical implications, limitations, and future research directions. Since this study verified the effects of organizational context on voice and silence of the employees, the results of this study is expected to contribute to the development of concrete management tools which can increase voice and decrease silence within the organization on the organizational and individual level.
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