ABSTRACT

This study used structurational divergence theory (SDT) to explain why employees’ concerns with powerholders can encourage them to select defensive silence in their approach to workplace problems. A survey of working adults (N = 276) revealed employees who had a concern with powerholders were more likely to select defensive silence as compared to employees who were concerned about other types of workplace concerns. Results indicated that perceptions of structurational divergence—and the loss of agency and immobilization that characterize it—are associated with employees’ selection of defensive silence instead of dissent. Implications for structurational divergence theory and organizational silence conclude the paper.

摘要

这项研究使用结构分歧理论（SDT）来解释为什么员工对当权者的担忧会鼓励他们在解决工作场所问题时选择防御性沉默。一项针对工作成年人的调查（N  = 276）显示，与关心其他类型工作场所问题的员工相比，关心当权者的员工更有可能选择防御性沉默。结果表明，对结构性分歧的看法——以及作为其特征的机构丧失和僵化——与员工选择防御性沉默而不是提出异议有关。本文总结了结构分歧理论和组织沉默的含义。