Employee Silence And Turnover Intention

Employee silence is a very common phenomenon. A recent study reports that over85%of the managers and professionals interviewed admitted to remaining silent about at least some of their work concerns (Milliken, Morrison,&Hewlin,2003). Employee silence means they withhold their opinion (including suggestions, concerns, or questions) when find problems in work and organization. Employee silence will have a far-reaching influence on all organizations and individuals, the lack of negative feedback from employee will let organization lose the opportunity to correct and solve the problems. Employees who intentionally suppress critical communication go through increased stress, physiological problems, poor job satisfaction and poor organization commitment. So doing research on employee silence is very necessary.This study investigates the correlation between employee silence and turnover intention. Although the direct effect of employee silence on turnover intention has not been identified, previous studies had shown that there is the conspicuous negative correlation between employee silence and job satisfaction and organization commitment. Employee silence is a significant negative predicator of job satisfaction and organization commitment. Besides, Extensive research proved that job satisfaction and organization commitment had remarkable passive predictable functions on turnover intention. So this study analyzed the indirect effect of employee silence on turnover intention and tested the moderating roles of job satisfaction and organization commitment. This study use foreign scales which were found to have good validity and reliability, expecting the conclusion of this study to compare with foreign studies. In particular, domestic studies did not use the full scale of Meyer&Allen’s three-dimensional organization commitment questionnaire. As a result, domestic conclusions of the study could not compare with foreign studies. And, domestic scales focus on affective commitment dimension. So, this study use Meyer&Allen’s full scale of three-dimensional organization commitment. Give the same attention on affective commitment, continuance commitment and normative Commitment.This paper mainly including six parts:The first one:Introduction, briefly introduced the background, significance, methods, technology, and structure of the article, In particular, introducing the innovations of this research; The second one: literature review, explaining the connotation, structural and influencing factors of the four measured variables; Third part:design of the study, brings forward the model and hypotheses of empirical research; The forth part:questionnaire and data analysis, fist, gives a brief introduction of questionnaire design and study procedure. Then we analyzed the correlation between measured variables, doing the regression analysis on variables to text the moderating roles of job satisfaction and organization commitment. Finally, using path analysis established the conceptual modeling. The fifth part:results discussions and management suggestions. The last part:the sum-up about the paper. Including study summary, restrictions and future study trends.Main conclusions of this research are as follows:1.Employee silence is a significant negative predicator of job satisfaction.2.Those were dominant negative correlation between affective commitment, normative commitment and employee silence. But continuance commitment is irrelevant with employee silence.3.Job satisfaction and affective commitment were the mediator variablesbetween employee silence and turnover intention. Based on above findings, this article gives some opinions and suggestion as following:1.Managers pay more attention to employee silence and detrimental effects.2.Manager’s concept must be changed to create a favorable environment for good communication.3.Develop effective machinery for staff communication. 4.Help employees reacquainted themselves, enhance their ownership and strong sense of responsibility.The innovation of this paper is that:1.This paper has constructed a theoretical model of employee silence and turnover intention which took job satisfaction and organization commitment as intermediate variable, this study research on the relationship between them which have enriched human resources management theories.2.On the basis of empirical study, some suggestions provide technique support for human resources management practice.