Document Type : Original Article
Authors
1
M. Sc., Department of Management, Faculty of Administrative Sciences and Economy, Vali-e-Asr University, Rafsanjan, Iran. Email: m.emdadi2018@gmail.com
2
Associate professor, Department of Management, Faculty of Administrative Sciences and Economy, Vali-e-Asr University, Rafsanjan, Iran. Corresponding Author, Email: hadavi@vru.ac.ir
Abstract
Purpose: This research was conducted to examine the effect of conscious silence on defensive silence, with an emphasis on the mediating role of perceived job insecurity and Employee self-censorship among employees of public banks in Tehran Province. In today’s organizations, employees play a key role in innovation and creating change. To harness this potential, creating a safe environment that encourages employees to express their ideas and challenge existing procedures is essential. Organizational silence hinders this process by limiting access to information and the analysis of options, thereby reducing the likelihood of success. Therefore, examining the factors influencing defensive silence is of particular importance. While contemporary organizations emphasize information sharing and knowledge management, neglecting the phenomenon of defensive silence can lead to problems. Given the importance and necessity of understanding defensive silence and considering the impact of various factors on it, this study investigates conscious silence and its role in shaping defensive silence, taking into account the roles of Employee self-censorship and perceived job insecurity.
Design/Methodology/Approach: The present study is an applied and descriptive-survey research aimed at providing solutions to counter the consequences of defensive silence in a real organizational environment. The target population consists of 1075 employees of public banks in Tehran Province. Using Cochran’s formula, the sample size was determined to be 283, and a simple random sampling method was employed. Data were collected through standard questionnaires. Construct validity was subsequently confirmed using confirmatory factor analysis. The variables were measured using validated questionnaires: conscious silence (8 items by Raminogou and Staning), perceived job insecurity (6 items by Francis and Barling), employee self-censorship (6 items by Bartal), and defensive silence (7 items by Van Dyne). The reliability of the questionnaires was assessed using Cronbach’s alpha, which confirmed their validity and consistency.
Findings: The findings of this study indicate that the research model, including both direct and indirect effects, is statistically significant and well-fitted. The results of Confirmatory Factor Analysis (CFA) confirmed the structural validity of the questionnaire, with all factor loadings being significant and above the acceptable threshold of 0.50. Convergent validity, measured by the Average Variance Extracted (AVE), was also confirmed, with all constructs exceeding the 0.50 threshold, indicating satisfactory convergence. Furthermore, it was found that perceived job insecurity and employee self-censorship mediate the relationship between conscious silence and defensive silence. All hypotheses were supported, indicating that conscious silence significantly affects perceived job insecurity, employee self-censorship, and defensive silence. The GOF index was used for model fit and was acceptable, further supporting the model’s validity for hypothesis testing. Overall, this study emphasizes the importance of the impact of conscious silence on defensive silence, highlighting the mediating roles of perceived job insecurity and employee self-censorship in public banks of Tehran Province.
Discussion and Conclusion: This research was conducted to examine the impact of conscious silence on employees’ defensive silence and the mediating role of perceived job insecurity and employee self-censorship. This study was undertaken to gain a deeper understanding of the factors influencing employee behaviors in organizations. Conscious silence, as a phenomenon where employees consciously refrain from expressing their opinions, ideas, and concerns due to various considerations, can have significant consequences for organizations. Defensive silence is a type of silence rooted in the fear of negative consequences, such as punishment, discrimination, or job loss. Understanding how this silence is formed and its underlying factors is of great importance. In this regard, perceived job insecurity and employee self-censorship have been identified as two potential mediating factors. The results obtained in this study showed that all seven research hypotheses were supported.
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