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首页> 外文期刊>Journal of occupational health psychology >A Longitudinal Study of the Relationships Between Four Differentially Motivated Forms of Employee Silence and Burnout
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A Longitudinal Study of the Relationships Between Four Differentially Motivated Forms of Employee Silence and Burnout

机译：四种差异动机形式的员工沉默与倦怠关系的纵向研究

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Although previous research has established that employee silence can weaken organizational performance and development, less is known about potential detrimental effects of silence on individual employees, who may believe that they have plausible reasons for remaining silent. We propose negative effects of silence on employee well-being, focusing on relationships of four differentially motivated forms of silence (i.e., acquiescent, quiescent, prosocial, and opportunistic) with three components of employee burnout (depersonalization, emotional exhaustion, and perceptions of reduced personal accomplishment). In addition, we present arguments for reciprocal effects of burnout on silence. Using data collected from more than 600 working adults in a four-wave longitudinal study, we examine both (a) the effects of silence on burnout and (b) the effects of burnout on silence using an auto-regressive cross-lagged panel design in a structural equation modeling context. This design controls for effects of prior measurement periods, includes reverse causal relationships, and provides an assessment of stability/change over time. Prior levels of the two imposed forms of silence (i.e., acquiescent and quiescent) had significant effects on the later values of depersonalization and emotional exhaustion, but not on reduced personal accomplishment. In contrast, the more voluntary forms of silence (i.e., prosocial and opportunistic) did not show any significant effects on burnout. We also found consistent evidence that levels of the three burnout dimensions at a prior time related to all four silence types at the subsequent time, with the exception of nonsignificant emotional exhaustion effects on opportunistic silence.
机译：虽然以前的研究已经确定了员工沉默可以削弱组织绩效和发展，但尚不熟悉沉默对个别员工的潜在不利影响，他们可能会认为他们具有留下沉默的合理原因。我们提出了沉默对员工福祉的负面影响，专注于与员工倦怠的三个组成部分的四种差异动机形式（即默认，静态，女性和机会主义和机会主义）的关系（分解化，情绪疲惫和减少的感知个人成就）。此外，我们还提出了燃烧抗腐蚀的争论。在四波纵向研究中使用从600多个工作成年人收集的数据，我们检查（a）沉默对倦怠和（b）燃烧对沉默的影响，使用自动回归交叉滞后面板设计结构方程建模背景。该设计控制对于先前测量期的影响，包括反向因果关系，并随着时间的推移评估稳定性/变化。两种强加的沉默形式（即默认和静态）对逾期分解和情感疲惫的价值观的显着影响，但不仅仅是减少个人成就。相比之下，更自愿的沉默形式（即口语和机会主义）对倦怠没有任何显着影响。我们还发现一致的证据表明，在随后的时间内与所有四种静音类型相关的三个燃烧尺寸的水平，除了无情的情绪沉默对机会沉默的影响外。

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