Analyzing the Mediating Role of Organizational Bullying in the Relationship between Acquiescent Silence and counterproductive work behavior and Defensive Silence with the Moderating Role of Employment Status
Subject Areas :
Behavioral Studies in Management
وحید میرزایی
1
*
,
حسین فرجی
2
1 - استادیار، گروه مدیریت، دانشگاه آزاد اسلامی، بجنورد، ایران
2 - گروه مدیریت، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، بجنورد، ایران
Received: 2022-01-13
Accepted : 2022-09-07
Published : 2021-12-22
Keywords:
employment status,
Acquiescent Silence,
Defensive Silence,
Oraganizational Bullying,
counterproductive work behavior,
Abstract :
Organizational bullying is one of the deviant behaviors in organizational environments these days. The current study aims at analyzing the relationship between acquiescent silence and deviant anti-productivity behaviors and also defensive silence with the mediating role of organizational bullying and the moderating role of employment status. This study is practical in terms of purpose and descriptive from the view of methodology. The statistical society was 137 people of Bojnurd municipal employees who were chosen according to Cochran formula and simple random sampling. Data collecting tools were Leymann work bullying questionnaires (1996), Van Dyne et al. acquiescent silence and defensive silence(2003), and Fox and Spector counterproductive work behavior (1999). To examine the validity of questionnaires we used the content and confirmatory validity and to examine the reliability of the questionnaire we used the Cronbach alpha coefficient that results confirmed the reliability of the questionnaire. The obtained data from the questionnaire were analyzed by SPSS26 and Amos24 software and by using the structural equation with the approach of PLS and hierarchical regression. Findings showed that organizational bullying mediates the relationship between acquiescent silence and anti-productivity behaviors; On the other hand the employment status moderates the effect of acquiescent silence on counterproductive work behavior, and defensive silence. Empirical results showed that acquiescent silence increases the bullying, therefore employees may react by anti-productivity behaviors or defensive silence.
References:
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Benevene, P. (2020). Managing silence in workplaces. Workplace Learn. 32, 94–95. doi: 10.1108/JWL-02-2020-157.
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Einarsen S., & Raknes, B. I. (1997). Harassment in the workplace and the victimization of men. ViolenceVict 12:247–263.
Harlos, K., & Knoll M. (2018). employee silence and workplace bullying"In; D'Cruze P.et al. (eds)Pathways of job-related negative behavior.Handbooks of workplace bullying,Emotional abuse and harassment,vol.,Springer,Signapore.
Hassan, S. (2015). The Importance of Ethical Leadership and Personal Control in Promoting Improvement-Centered Voice among Government Employees. Journal of Public Administration Research and Theory, 25 (3), 697–719.
Inarsen S, Hoel H, Zapf D, Cooper CL (2011) The concept of bullying and harassment at work: theEuropean tradition. In: Einarsen S, Hoel H, Zapf D, Cooper CL (eds) Bullying and harassmentin the workplace: developments in theory, research, and practice, 2nd edn. Taylor & Francis,London, pp 3–40.
Knoll, M., Hall, R. J., & Weigelt, O. (2019). A longitudinal study of the relationships between four differentially motivated forms of employee silence and burnout. J. Occup. Health Psychol. 24(6), 572–589.
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Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: a barrier to change and development in a pluralistic world. Manage. Rev. 25(9), 706–725. doi: 10.2307/259200
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Nielsen, M. B; Hetland J, Matthiesen, S. B., & Einarsen, S. (2012). Longitudinal relationships betweenworkplace bullying and psychological distress. Scand J Work Environ Health 38(10),38–46.
Nielsen, M. B; Notelaers G., & Einarsen. S. (2011). Measuring exposure to workplace bullying.In: Bullying and harassment in the workplace: developments in theory, research, and practice,vol 2. CRC Press, Boca Raton, pp 149–174.
Notelaers, G., Vermunt, J. K., Baillien, E., Einarsen, S., & De Witte, H. (2011). Exploring risk groups workplace bullying with categorical data. Industrial health, 49(1), 73-88.
Ortega, A., Christensen K. B, Hogh, A., Rugulies, R., & Borg, V. (2011) One-year prospective study on theeffect of workplace bullying on long-term sickness absence. J Nurs Manag. 19(6),752–759
Ozkan, E., Tengilimoğlu, D. & Yilik, P. (2015). The Interaction BetweenOrganizational Silence Climate And Employees Behaviors In The Field Of Health. International Conference on Marketing and Business Development Journal, 1(1), 252-260.
Premeaux, S. F., & A. G. Bedeian. (2003). Breaking the Silence: The Moderating Effects of Self-Monitoring in Predicting Speaking up in the Workplace.”Journal of Management Studies 40 (6), 1537–1561. doi:10.1111/1467-6486.00390.
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. Int. J. Human Resour. Manage. 29(8), 885–914. doi: 10.1080/09585192.2016.1212913
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. Int. J. Human Resour. Manage. 29(6), 885–914. doi: 10.1080/09585192.2016.1212913
Rodríguez-Muñoz A., Baillien, E., De Witte, H., Moreno-Jiménez, B., & Pastor, J. C. (2009). Cross-laggedrelationships between workplace bullying, job satisfaction and engagement: two longitudinalstudies. Work Stress 23(3):225–243
Salin, D., Tenhiälä, A., Roberge, M.-É., & Berdahl, J. L. (2014). I wish I had Target reflections on responses to workplace mistreatment. Human Relations, 67(10), 1189–1211.
Salin, D., Tenhiälä, A., Roberge, M.-É., & Berdahl, J. L. (2014). I wish I had. Target reflections on responses to workplace mistreatment. Human Relations, 67 (10), 1189–1211.
Sauer, P. A., & McCoy, T. P. (2016). Nurse bullying: Impact on nurses' health. Western Journal of Nursing Research, 39(12), 1533–1546.
Sharu, P. John., & Manikandan, K. (2019). Employee Silence: A Meta-Analytic Review",The International Journal of Indian Psychology,Vol. (7).No. (1).,pp.453-433.
Trépanier S-G, Fernet C, & Austin S. (2015). A Longitudinal investigation of workplace bullying, basicneed satisfaction, and employee functioning. J Occup Health Psychol 20(1),105–116.
Vakola, M., & D. Bouradas. (2005). Antecedents and Consequences of Organizational Silence: An Empirical Investigation. Employee Relations. 27(5), 441–458. doi:10.1108/01425450510611997.
Whiteside, D. B., & Barclay, L. J. (2013). Echoes of silence: employee silence as a mediator between overall justice and employee outcomes. J. Bus. Ethics 116, 251–266. doi: 10.1007/s10551-012-1467-3
Wynen, J., Kleizen, B., Verhoest, K., Lægreid, P., & Rolland, V. (2020). Just keep silent… Defensive silence as a reaction to successive structural reforms. Journal of Public Management Review, 22(4), 498-521.
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Islam, T., Ahmed, I. & Ali, G. (2019), "Effects of ethical leadership on bullying and voice behavior among nurses: Mediating role of organizational identification, poor working condition and workload", Leadership in Health Services, 32(1), 2-17. https://doi.org/10.1108/LHS-02-2017-0006.
Aşçı, M. S. (2020). Analyzing the effects of organizational trust and organizational commitment in anti-productivity behaviours in managerial approach dimension to achieve a strategic competitive advantage. Contributions to Management Science içinde (253-273. ss.). Springer. https://dx.doi.org/10.1007/978-3-030-50131-0_15
Aunders P, Huynh A, & Goodman-Delahunty J. (2007). Defining workplace bullying behaviourprofessional lay definitions of workplace bullying. Int J Law Psychiatry 30(4–5),340–354.
Benevene, P. (2020). Managing silence in workplaces. Workplace Learn. 32, 94–95. doi: 10.1108/JWL-02-2020-157.
Bennett, R., & Robinson, S. (2003). The past, present, and future of workplace deviance research. In J. Greenberg (Ed.), Organizational behavior: The state of the science (2nd ed.). Mahwah, NJ: Laurence Erlbaum.
Blackburn, A. (2018). The cold hard facts about workplace bullying and how to handle it. Business.com, February 22.
Breevaart, K., Bohle, S. L., Pletzer, J. L., & Medina, F. M. (2020). Voice and silence as immediate consequences of job insecurity. Career Dev. Int. 25, 204–220. doi: 10.1108/CDI-09-2018-0226
Cetin, A. (2020). Organizational Silence and Organizational Commitment: A Study of Turkish Sport Managers. Annual applied sport sciences", 2(13),2-11.
Christine, C. (2016) 75% of workers are affected by bullying–here’s what to do about it. Forbes,August 27.
Einarsen S., & Raknes, B. I. (1997). Harassment in the workplace and the victimization of men. ViolenceVict 12:247–263.
Harlos, K., & Knoll M. (2018). employee silence and workplace bullying"In; D'Cruze P.et al. (eds)Pathways of job-related negative behavior.Handbooks of workplace bullying,Emotional abuse and harassment,vol.,Springer,Signapore.
Hassan, S. (2015). The Importance of Ethical Leadership and Personal Control in Promoting Improvement-Centered Voice among Government Employees. Journal of Public Administration Research and Theory, 25 (3), 697–719.
Inarsen S, Hoel H, Zapf D, Cooper CL (2011) The concept of bullying and harassment at work: theEuropean tradition. In: Einarsen S, Hoel H, Zapf D, Cooper CL (eds) Bullying and harassmentin the workplace: developments in theory, research, and practice, 2nd edn. Taylor & Francis,London, pp 3–40.
Knoll, M., Hall, R. J., & Weigelt, O. (2019). A longitudinal study of the relationships between four differentially motivated forms of employee silence and burnout. J. Occup. Health Psychol. 24(6), 572–589.
Maclean's. (1998). In defence of the military. 1(1) 5- 17.
Milliken, F. J., E. W. Morrison, & P. F. Hewlin. (2003). An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why.”Journal of Management Studies, 40(6), 63-76. 1453–1475.doi:10.1111/1467-6486.00387.
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: a barrier to change and development in a pluralistic world. Manage. Rev. 25(9), 706–725. doi: 10.2307/259200
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change And development in a pluralistic world. Academy of Management review, 25(4),706-725.
Namie, G. (2014). Workplace bullying Institute and Zogby International.
Nielsen, M. B; Hetland J, Matthiesen, S. B., & Einarsen, S. (2012). Longitudinal relationships betweenworkplace bullying and psychological distress. Scand J Work Environ Health 38(10),38–46.
Nielsen, M. B; Notelaers G., & Einarsen. S. (2011). Measuring exposure to workplace bullying.In: Bullying and harassment in the workplace: developments in theory, research, and practice,vol 2. CRC Press, Boca Raton, pp 149–174.
Notelaers, G., Vermunt, J. K., Baillien, E., Einarsen, S., & De Witte, H. (2011). Exploring risk groups workplace bullying with categorical data. Industrial health, 49(1), 73-88.
Ortega, A., Christensen K. B, Hogh, A., Rugulies, R., & Borg, V. (2011) One-year prospective study on theeffect of workplace bullying on long-term sickness absence. J Nurs Manag. 19(6),752–759
Ozkan, E., Tengilimoğlu, D. & Yilik, P. (2015). The Interaction BetweenOrganizational Silence Climate And Employees Behaviors In The Field Of Health. International Conference on Marketing and Business Development Journal, 1(1), 252-260.
Premeaux, S. F., & A. G. Bedeian. (2003). Breaking the Silence: The Moderating Effects of Self-Monitoring in Predicting Speaking up in the Workplace.”Journal of Management Studies 40 (6), 1537–1561. doi:10.1111/1467-6486.00390.
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. Int. J. Human Resour. Manage. 29(8), 885–914. doi: 10.1080/09585192.2016.1212913
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. Int. J. Human Resour. Manage. 29(6), 885–914. doi: 10.1080/09585192.2016.1212913
Rodríguez-Muñoz A., Baillien, E., De Witte, H., Moreno-Jiménez, B., & Pastor, J. C. (2009). Cross-laggedrelationships between workplace bullying, job satisfaction and engagement: two longitudinalstudies. Work Stress 23(3):225–243
Salin, D., Tenhiälä, A., Roberge, M.-É., & Berdahl, J. L. (2014). I wish I had Target reflections on responses to workplace mistreatment. Human Relations, 67(10), 1189–1211.
Salin, D., Tenhiälä, A., Roberge, M.-É., & Berdahl, J. L. (2014). I wish I had. Target reflections on responses to workplace mistreatment. Human Relations, 67 (10), 1189–1211.
Sauer, P. A., & McCoy, T. P. (2016). Nurse bullying: Impact on nurses' health. Western Journal of Nursing Research, 39(12), 1533–1546.
Sharu, P. John., & Manikandan, K. (2019). Employee Silence: A Meta-Analytic Review",The International Journal of Indian Psychology,Vol. (7).No. (1).,pp.453-433.
Trépanier S-G, Fernet C, & Austin S. (2015). A Longitudinal investigation of workplace bullying, basicneed satisfaction, and employee functioning. J Occup Health Psychol 20(1),105–116.
Vakola, M., & D. Bouradas. (2005). Antecedents and Consequences of Organizational Silence: An Empirical Investigation. Employee Relations. 27(5), 441–458. doi:10.1108/01425450510611997.
Whiteside, D. B., & Barclay, L. J. (2013). Echoes of silence: employee silence as a mediator between overall justice and employee outcomes. J. Bus. Ethics 116, 251–266. doi: 10.1007/s10551-012-1467-3
Wynen, J., Kleizen, B., Verhoest, K., Lægreid, P., & Rolland, V. (2020). Just keep silent… Defensive silence as a reaction to successive structural reforms. Journal of Public Management Review, 22(4), 498-521.
