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Employee Silence: Investigation of Dimensionality

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Employee Silence: Investigation of Dimensionality EMPLOYEE SILENCE: INVESTIGATION OF DIMENSIONALITY, DEVELOPMENT OF MEASURES, AND EXAMINATION OF RELATED FACTORS DISSERTATION Presented in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy in the Graduate School of The Ohio State University By Chad T. Brinsfield ***** The Ohio State University 2009 Dissertation Committee: Approved by: Professor Roy J. Lewicki, Advisor Professor Howard J. Klein ______________________ Professor Steffanie L. Wilk Advisor Labor and Human Resources Graduate Program Copyright by Chad T. Brinsfield 2009 ABSTRACT The intentional withholding of information by employees at work has been linked to many important individual and organizational outcomes. Only in recent years, however, has the concept of employee silence as meaningful beyond the absence of speaking-up become an important area of inquiry in the organizational sciences. Notwithstanding this emerging interest, relatively little is known about the underlying nature of this abstract phenomenon. In an attempt to increase our understanding of this phenomenon, a model of employee silence is presented and three related studies are conducted. The proposed model illustrates proximal and component factors of employee silence and their proposed relationships. This model adapts elements of cybernetic control theory (Carver & Scheier, 1982) and psychological field theory (Lewin, 1936, 1943) to explain different aspects of the manifestation of employee silence at different levels of abstraction. The three studies which follow are designed to: (a) investigate the nature and dimensionality of the motives for employee silence, (b) develop survey measures of employee silence based on these dimensions, and (c) use these new measures to investigate factors related to the manifestation of the various dimensions of employee silence. The results indicate that employee silence is pervasive, multi-dimensional, can reliably be measured, and is significantly related to other important organizational behavior phenomena. ii ACKNOWLEDGMENTS I would like to express my sincere appreciation to all of the people who provided me with professional and personal support throughout this research project. I am especially grateful to the members of my dissertation committee. The chair of my committee, Dr. Roy J. Lewicki, has been especially helpful and supportive, both intellectually and personally. He has never hesitated to give of his time and energy, and has been an exemplary role model. Dr. Howard J. Klein has also provided tremendous support throughout this project. His professionalism, work ethic, and attention to detail have been invaluable in my professional development. Dr. Steffanie L. Wilk has also been of immense help on this project. She helped me to look at issues from multiple perspectives and to see how this research fits into a broader context. I am also grateful for the financial and administrative support I received from the Department of Management and Human Resources. The department chairperson, Dr. David B. Greenberger, graciously provided opportunities for additional funding for which I am very grateful. Heidi Dugger, and Joan Evans, have never hesitated to assist me with a variety of requests too numerous to mention. In addition to my committee members, numerous other faculty at the Fisher College of Business have provided ideas, suggestions, and support throughout my iii educational experience. I would specifically like to thank Dr. Raymond Noe, Dr. Jill Ellingson, Dr. Robert Heneman, Dr. Sharon Alvarez, and Dr. Robert Lount. I would also like to thank Dr. Jerald Greenberg for his important assistance in the early stages of this project. His guidance served as an important catalyst for this research, and his exacting standards have motivated me to reach new heights. I am also very appreciative for the support I received from numerous colleagues. Particularly, I would like to thank Chongwei Wang, Aino Salimaki, Dr. Marie-Elene Roberge, Aden Heuser, Dr. Janice Molloy, Nilesh Khare, Erin Coyne, Joe Cooper, Brian Saxton, Chuan Liao, and Dr. Naga Damaraju for their friendship and support. And last, but certainly not least, I would like to thank the unwavering support of my family. Particularly, my mother has been instrumental in helping me throughout this journey. She has provided much needed emotional, as well as substantive support. I would also like to than my father for his generosity during this time. I also want to thank my daughter, Ava Marie, for inspiring me, and her mother, Natalie, for doing way more than her fair share of parenting duties during this time. iv VITA June 5, 1964 ...............................................................Born - Lima, Ohio 1991............................................................................B.B.A. Bluffton College 1994............................................................................M.B.A. The Ohio State University PUBLICATIONS Alge, B., Greenberg, J., & Brinsfield, C. (2006). An identity-based model of organizational monitoring and control: Integrating information privacy and organizational justice. In J. J. Martocchio (Ed.), Research in personnel and human resource management (Vol. 25, pp. 71-135). San Diego, CA: Elsevier Ltd. Brinsfield, C., Edwards, M., & Greenberg, J. (2009). Employee voice and silence: An historical overview. In J. Greenberg & M. Edwards (Eds.). Employee Voice and Silence in Organizations (pp. 3-34). Bingley, UK: Emerald Press. Lewicki, R. & Brinsfield, C. (2009). Trust, distrust and building social capital. In V. Bartkus & J. Davis (Eds.). Social Capital: Reaching Out, Reaching In. Cheltenham, UK: Edward Elgar. FIELD OF STUDY Major Field: Labor and Human Resources v TABLE OF CONTENTS ABSTRACT.................................................................................................................. ii ACKNOWLEDGMENTS ........................................................................................... iii VITA..............................................................................................................................v LIST OF TABLES.........................................................................................................x LIST OF FIGURES .................................................................................................... xii CHAPTER 1: INTRODUCTION..................................................................................1 Overview............................................................................................................1 Focus of this Dissertation...................................................................................5 Overall Value-Added.......................................................................................10 CHAPTER 2: LITERATURE REVIEW.....................................................................12 Background......................................................................................................12 Definition .........................................................................................................46 Boundary Conditions .......................................................................................49 CHAPTER 3: GENERAL PROCESS MODEL OF EMPLOYEE SILENCE ............57 Control Theory.................................................................................................59 Psychological Field Theory .............................................................................62 Presentation of a General Process Model of Employee Silence......................64 Input Stimulus..................................................................................................67 Voice-Motives..................................................................................................67 Silence-Motives ...............................................................................................69 Target Factors ..................................................................................................70 Individual Factors ............................................................................................71 Contextual Factors ...........................................................................................74 Comparator ......................................................................................................76 Voice-Silence Discrepant States......................................................................77 Outcomes of Employee Silence.......................................................................80 Input to a New Iteration of the Process............................................................87 The Construct of Employee Silence ................................................................88 Model Summary and Logic for Empirical Studies ..........................................91 Continued vi Table of Contents continued CHAPTER 4: STUDY 1 - INVESTIGATION OF DIMENSIONALITY ..................93 Plan for Study 1 ...............................................................................................94 Methodology of Study 1 ..................................................................................96 Terminology.....................................................................................................96 Subjects............................................................................................................97 Pilot Study......................................................................................................100
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