Relative Research On Employee Silence In Organization

Employee silence in organization is a common phenomenon in enterprises, which means that despite employees'knowledge on the problem of the business progress in their organization, for some special reason employees often just decide to remain silent. Employee silence brings lots of negative impact to enterprises and employees. It is the stumbling block of high quality decision-making and is one of the resistances of organization change and development。Because of these, employee silence in organization is becoming a new focus of research and more and more researchers pay attention to it.Though the psychologists and managers either nation or abroad have done some researches on employee silence in organization, there are rare published empirical research which put the personality and environment factors together. Based on former theories and viewpoints of other researchers, this research tries to carry on a demonstrable analysis about effect of core self-evaluations,psychological safety and perceived organizational support on the employee silence and their flexible effect, then provides some suggestions for business management.This research mainly uses the method of questionnaire survey. Modify employee silence in organization questionnaire,psychological safety questionnaire and perceived organizational support questionnaire by exploratory factory analysis and confirmatory factory analysis. Using hierarchical regression analyses approach to analyze effects of the demographic variables and core self-evaluations on employee silence and the flexible effects of psychological safety and perceived organizational support on core self-evaluations to employee silence.The findings of research results: employee silence in organization show remarkable differences on some demographic variables such as sex and length of work; core self-evaluations has predictive ability to employee silence and core self-evaluations has negative predictive ability to employee silence; psychological safety can moderate impact of core self-evaluations on Defensive Silence; perceived organizational support can moderate impact of core self-evaluations on Acquiescent Silence.